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30 presentation feedback examples

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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.

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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.

presentation-feedback-examples-person-handing-out-papers

  • 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. 

presentation-feedback-examples-presenting-team-meeting

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.

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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.

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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

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.

FDA Approves Nivolumab in Combination With Cisplatin and Gemcitabine for Unresectable or Metastatic Urothelial Carcinoma

Fda grants accelerated approval to zanubrutinib plus obinutuzumab for relapsed or refractory follicular lymphoma, topical diclofenac to prevent capecitabine-associated hand-foot syndrome, patients with early-stage hr-positive breast cancer may be over- or undertreated without breast cancer index genomic testing, fda approves inotuzumab ozogamicin for pediatric patients with all.

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Home Blog Business How to Write and Present a Performance Review

How to Write and Present a Performance Review

Performance Review Cover Slide PowerPoint Templates

The performance review, as a crucial part of performance management, is one of the dreaded exercises of both managers and team members. However, it doesn’t have to be an intimidating, negative situation. In fact, a manager performance review tip by Harvard Business Review is to pointedly keep the conversation positive. By focusing on successes and opportunities for growth, managers can turn the employee performance review into a constructive experience that benefits everyone in the end.

What is Performance Management

Before we approach performance review examples, it’s necessary to establish some definitions to make sure we’re on the same page.

According to UC Berkeley’s Guide to Managing Human Resources, “Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization.”

Notice that performance management is more than a performance annual review. The performance evaluation is one component found in many performance management frameworks. In fact, UC Berkeley goes on to specify that the process “includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.”

By the time managers sit down for the performance review process, they will ideally have already been participating in this ongoing communication method. It will lead to much more valuable results than only engaging in the feedback part of the process.

Performance Management Systems PowerPoint Templates

Types of Performance Management Frameworks

Following are three examples of common performance management frameworks.

The Arm­strong Per­for­mance Man­age­ment Cycle

Michael Armstrong , former Chief Examiner of the Chartered Institute of Personnel and Development, established a performance management framework that many human resources professionals abide by. The Armstrong Performance Management Cycle is a continuous process of improving performance. This is achieved by establishing individual and team goals, working towards the goals, evaluating progress, and developing skills. As seen in the name of this management framework, this process repeats constantly throughout a team or individual’s career at the organization.

Armstrong Performance Management Cycle PowerPoint Diagram

Agile Con­tin­u­ous Per­for­mance Management

Another performance management framework example is the agile continuous performance management. What makes the agile performance management system valuable is it’s focus on being continual and holistic. Feedback, which is called “check-ins” under this framework, is given frequently, making it feel more natural for all involved. With ongoing, positive performance management, managers and employees can develop authentic workplace relationships based on the performance improvement and transparency.

Agile Continuous Performance Management Cycle PowerPoint Diagram

International Labor Organization’s Revised Performance Management Framework

The International Labor Organization’s system for managing performance aims to be a flexible process that can be applied to individuals or teams in many different fields and industries. It is also a continuous, comprehensive performance management framework. This cycle is divided into four parts, each focusing on dialogue and constructive feedback. One of the unique features of this management system is the inclusion of feedback from employee to leader.

ILO's Performance Management Framework PowerPoint Template

What is a Performance Review?

The component featured in essentially all performance management frameworks is the giving of feedback. This usually presents itself in the form of a performance review. Other names for the performance review are performance evaluation or performance assessment. As opposed to informal or casual feedback, the performance review is a formal appraisal of an employee and their work during an established time period.

While there are dozens of employee review templates out there, most evaluate overall performance, an employee’s strengths and weaknesses, and opportunities for improvement. Many managers and HR professionals use this regularly scheduled evaluation to set goals, as well.

Performance review templates will vary based on who is assessing whom. Common types of performance reviews include the traditional assessment where a manager evaluates an employee’s performance, the self assessment, team assessment, and leader assessment. Different performance management frameworks will involve a combination of these four.

Types of Performance Reviews PowerPoint Diagram

Employee Assessment

This top-down performance review is usually performed by a direct manager or HR manager. This evaluation is useful for establishing the value of an employee with examples of their performance to back it up. Often the employee assessment is conducted together with a self assessment.

Self Assessment

The self assessment component of a performance review is a helpful opportunity for individuals to reflect upon themselves with regards to their strengths and weaknesses. In order to turn the self assessment into a productive introspection, employees should also consider what they think they can do to improve and grow.

When conducted alongside an employee assessment, answers can be compared to see if managers and employees are on the same page. Any discrepancies can be analyzed and addressed, in order to strengthen the working relationship and understanding of the situation.

Team Assessment

A team assessment differs from an individual employee assessment in that it’s an opportunity to make sure team members are aligned and working well together, as well as progressing towards the team goals.

Leader Assessment

As mentioned in the International Labor Organization’s performance management framework, leader assessments can provide valuable feedback as well. During this assessment team members and employees evaluate their own managers, as well as potentially their manager’s superiors. This is often conducted anonymously, to ensure employees can be honest with their feedback without fear of retaliation.

Key Elements of a Performance Review

Depending on the performance management framework, reviews will have different key elements, but there are elements that all methods share, according to Harvard Business Review and Hubspot .

  • Evaluate if job requirements are being met
  • Compare strengths and weaknesses
  • Highlight areas of improvement
  • Evaluate if previously defined goals were met
  • Recommend actionable goals
  • Welcome employee input

How to Write a Performance Review

We recommend managers use a performance review template to help guide them through each step. Evaluation templates help managers know what to say in a performance review. They provide structure to the review, which makes the process consistent. Employee performance templates also make the review process scalable throughout the team or organization.

Performance Review Writing Process PowerPoint Template

Prior to Writing the Performance Review

Harvard Business Review recommends reviewers set expectations early, prior to the official feedback. This involves informing the employee that they will be reviewing them soon, asking the employee for their self assessment, and evaluating employee career aspirations.

When Writing the Performance Review

When sitting down to write the performance review, managers should have supporting documentation to help them direct their evaluation. For example, comparing employee performance and characteristics to the organization’s specified values can help guide the evaluation. Additionally, managers can compare employee performance to the actual description of requirements for their role. This helps keep evaluations realistic and on-track. Finally, it’s a good idea to compare current performance to that of previous employee performance reviews. This gives the manager a bigger picture into employee growth, as well as what achievable goals are.

When writing a performance review, managers can also consult with others, including coworkers, other managers, and subordinates of the employee under review. This is called 360-degree feedback and can help give a manager ideas of what to write.

360 Degree Feedback PowerPoint Template

As far as the career aspirations we recommend requesting from the employee prior to the evaluation, this is useful for framing the review. Not every employee has very high aspirations. The evaluation should align both the organization’s expectations of the employee and their own aspirations.

Delivering the Performance Review

HBR also recommends presenting the performance review to the individual about an hour before their meeting to discuss it. This lets the employee move past any potential emotional responses and prepare rational responses. This will lead to a much more constructive discussion and allow for a more positive plan forward.

Whenever possible, hold the performance review presentation face-to-face to avoid misunderstandings. While a performance review PPT or pdf is beneficial for organizing and visualizing the evaluation, presenting them in person will lead to a richer discussion and more realistic action plans.

For high-performing employees, HR experts recommend focusing on the things they are doing well. After discussing examples of achievements and strengths, the manager can ask the employee their feelings about how things are going. This naturally leads into a conversation about opportunities for growth and improvement.

When delivering feedback to marginal employees, they shouldn’t sugar-coat criticisms or provide meaningless compliments. Instead, reviewers should be straightforward and clear with their message. Discuss what isn’t working, what is working, and what actions need to be adopted to improve. When giving advice for improving, managers should be as specific as possible and provide examples.

How to Present a Performance Review

Here are the most important slides to include in a performance review presentation. Following this performance review example structure will help managers lessen the discomfort of presenting a performance review, by following a clear presentation guide.

Slide 1: Cover Slide

Establish who is reviewing, who is being reviewed, and the date of the performance review. Note that this information is also important since the performance review presentation will probably become part of an ongoing performance documentation.

Slide 2: Table of Contents

Part of the discomfort of performance reviews is the concept of the unknown. For an employee, it’s speculating on what their manager is going to say in the performance review. A clear table of contents will hopefully help ground the employee by showing them clearly what they can expect from the presentation, and in what order.

Slide 3: Evaluate if job requirements are being met

In this PPT slide, the reviewer should compare, side-by-side the job requirements and the actual job performance of their subordinate. This requirement versus performance comparison helps the evaluation stay objective. Provide examples of when the requirements are or are not being successfully met, whenever possible.

Job Requirements vs Performance PowerPoint Presentation

Slide 4: Strengths

When presenting employee strengths, be as specific as possible. Explain why this strength matters, an example of when this strength was evident, and what impacts this strength has had. In the presentation, add a list of strengths with or without a short description and/or example, in case the performance review is presented without the accompanying meeting.

SWOT Analysis Strengths Performance Review PowerPoint Template

If the manager previously asked for a self assessment, add a comparison here between the reviewer’s opinion of the employee strengths and their employee’s opinion.

Slide 5: Achievements

List any specific achievements the employee has made during the performance period.

Performance Review Achievements PowerPoint Template

Slide 6: Highlight areas of improvement

This is another way to frame weaknesses. When presenting areas of improvement, consider what the employee needs to improve, why these areas are necessary to address, how the manager can help the employee improve, and what specific steps are needed to improve. Be specific and provide examples whenever possible.

This is another good slide where managers can compare their evaluation of areas of improvement with the answers employees provided in their self assessment. You can combine these slides with other performance improvement plan templates for PowerPoint and Google Slides.

Starfish Retrospective Model for Areas of Improvements

Slide 7: Evaluate if previously defined goals were met

If this isn’t the first performance review a manager has conducted for an individual, then there will be previously defined goals from former evaluations. On this slide, list the previous goals and add a brief evaluation for each. This will help decide what goals should be checked off, maintained, or adjusted for the next evaluation period, which will be presented in the next slide.

Slide 8: Recommend actionable goals

When presenting goals, we recommend using the SMART formula. SMART goals stands for specific, measurable, attainable, relevant, and time-based. This method of creating goals helps ensure the goal will be achieved as expected.

The goals established in this performance review will most likely be evaluated during the next performance review. As such, the “time-based” aspect of the goal should take this into account.

presentation review sample

Slide 9: Welcome employee input

Close the performance review presentation by giving the employee space to talk.

By following this performance review template, reviewers can make sure their evaluation is more than just a meaningless task checked off the list. When done well, the performance review sets the mood for the whole next period, giving both managers and employees a clear guide towards moving forward and achieving their goals more successfully. As far as the tendency for employee evaluations to be uncomfortable situations, follow the advice in this article, practice, and you’ll soon find the valuable potential of a well-presented performance review.

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Business PowerPoint Templates, Business Presentations, Employee, Employee Engagement Filed under Business

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What It Takes to Give a Great Presentation

  • Carmine Gallo

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Five tips to set yourself apart.

Never underestimate the power of great communication. It can help you land the job of your dreams, attract investors to back your idea, or elevate your stature within your organization. But while there are plenty of good speakers in the world, you can set yourself apart out by being the person who can deliver something great over and over. Here are a few tips for business professionals who want to move from being good speakers to great ones: be concise (the fewer words, the better); never use bullet points (photos and images paired together are more memorable); don’t underestimate the power of your voice (raise and lower it for emphasis); give your audience something extra (unexpected moments will grab their attention); rehearse (the best speakers are the best because they practice — a lot).

I was sitting across the table from a Silicon Valley CEO who had pioneered a technology that touches many of our lives — the flash memory that stores data on smartphones, digital cameras, and computers. He was a frequent guest on CNBC and had been delivering business presentations for at least 20 years before we met. And yet, the CEO wanted to sharpen his public speaking skills.

presentation review sample

  • Carmine Gallo is a Harvard University instructor, keynote speaker, and author of 10 books translated into 40 languages. Gallo is the author of The Bezos Blueprint: Communication Secrets of the World’s Greatest Salesman  (St. Martin’s Press).

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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.

feedback-drawn-on-board

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.

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

get-online-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

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

feedback-for-yourself

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.

presentation review sample

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

feedback-with-slidelizard

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

presentation review sample

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

Feedback form for teachers (school or university)

presentation review sample

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.

presentation review sample

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.

presentation review sample

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PowerPoint  - Reviewing Presentations

Powerpoint  -, reviewing presentations, powerpoint reviewing presentations.

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PowerPoint: Reviewing Presentations

Lesson 26: reviewing presentations.

/en/powerpoint/checking-spelling-and-grammar/content/

Introduction

Before delivering your presentation, you might ask someone else to review it and give you feedback on your slides. You might even work with a collaborator to create a presentation together. If you were revising a hard copy, you could add comments in the margins or compare your rough and final drafts side by side. You can do these things in PowerPoint using the Comments and Compare features.

Optional: Download our practice presentation .

Watch the video below to learn more about PowerPoint's reviewing features.

Commenting on presentations

When revising or collaborating on a presentation, you might want to make notes or suggestions without actually changing the slide. Leaving a comment allows you to take note of something without altering the slide itself. Comments can be added and read by the original author or any other reviewers.

To add a comment:

selecting an object on the slide

  • The Comments pane will appear. In our example, it contains an existing comment by another review ( Javier ), plus a space for your comment.

adding a comment

Viewing comments

You can view or reply to any comment—including other reviewers' comments—by returning to the Comments pane. Simply click a comment icon on the slide, or click the Show Comments command on the Review tab.

showing comments

To edit a comment:

selecting a comment

To reply to a comment:

clicking the Reply option

Deleting comments

deleting a comment

Comparing presentations

There are situations in which you might end up with more than one version of the same presentation. For instance, you could create multiple drafts, or a collaborator or coworker could save their own unique copy.

You can easily compare and combine multiple versions using PowerPoint's Compare feature. This allows you to see the differences between two versions of the same presentation, so you can decide which changes to include in the final version.

To compare two presentations:

In this example, we'll be comparing two versions of the Internet Safety for Everyone presentation. To follow along, you'll need the original practice presentation ( powerpoint_reviewing_practice ), plus a version that's been slightly altered : internet safety - tim's edits .

  • Open one version of the presentation you want to compare. In this example, we'll start with powerpoint_reviewing_practice .

clicking the Compare command on the Review tab

  • The Revisions pane will appear, allowing you to compare the two presentations.

Click the buttons in the interactive below to learn how to review changes using the Compare feature.

using the Compare feature

Review Changes in the Slides Pane

Some changes, like Inserted or Deleted slides, will show up on the Slides pane. Click the revisions icon to see the change, then click the check box if you want to accept it.

Accepting Multiple Changes

In addition to reviewing changes individually, you can accept multiple changes at once. Click the Accept drop-down arrow, then choose either Accept All Changes to This Slide or Accept All Changes to the Presentation .

To compare your presentation with another version, click the Compare command. Next, locate and select the desired file .

Next Change

Use the Next command to view the next change in the presentation. You can also click Previous to go back to the previous one.

Ending the Review

When you're satisfied with the changes you've reviewed, click End Review . Only the changes you've accepted will be applied to the final presentation.

Revisions Pane: Slides

The Slides tab actually lets you preview the revised slide, so you can see the changes in action (as opposed to the Details tab, which only lists the changes).

Revisions Pane: Details

The Details tab lists every change that has been made to the current slide, as well as any comments. Click a change to see its location on the slide.

Review Changes on the Slide

Click the revisions icon anywhere it appears on a slide to see the changes that were made in that spot. To accept a revision, click the check box beside it. To reject a revision, leave the box unchecked.

Download our original practice presentation ( powerpoint_reviewing_practice ) and a slightly altered version ( internet safety - tim's edits ). If you already downloaded our practice files, be sure to download fresh copies.

  • Open powerpoint_reviewing_practice . On slide 9, add a comment somewhere on the slide that says Should we make this text larger?

Reviewing 1

  • On the last slide, delete the comment.

Reviewing Challenge 2

  • Use the Compare command to compare the original to the slightly altered version ( internet safety - tim's edits ).
  • Choose the Accept command and Accept All Changes to the Presentation .

previous

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Performance review presentation: A comprehensive guide

Learn to define goals, engage audiences, and deliver lasting impressions.

Raja Bothra

Building presentations

colleague preparing performance review presentation

Hey there, presentation enthusiasts!

Welcome to a comprehensive guide on mastering the art of performance review presentations.

I'm your guide today, and we're diving deep into the world of performance evaluations, slides, templates, and the magic of Prezent.

What is a performance review?

Before we jump into the nitty-gritty, let's ensure we're on the same page. A performance review is a formal assessment of an employee's work performance over a set time period, typically conducted by their manager. It identifies strengths and weaknesses, provides feedback, sets future goals, and influences decisions like compensation and promotions. It's a crucial part of employee development, and while it's often annual, the frequency can vary. Now, let's explore how to make the most of this process.

Benefits of performance review presentation

Now that you know what a performance review is, let's talk about why it's crucial. A well-crafted performance review presentation brings several benefits. It's not just about human resources jargon; it's about fostering growth and boosting morale.

Imagine a slide that tells an employee, "You're doing great, and here's how we can make it even better!"

Let's uncover the valuable benefits it brings:

  • Enhanced communication: A performance review process serves as a platform for open and honest dialogue between the manager and employee. It transcends mere workplace conversations; it fosters a culture of effective communication and builds trust.
  • Increased transparency: Transparency is the cornerstone of a healthy workplace relationship. Through a performance review presentation, the manager shares concrete examples of the employee's work, demystifying the evaluation process and promoting understanding.
  • Boosted employee engagement: Engaged employees are the lifeblood of any organization. With feedback and goal-setting at its core, a performance review presentation ppt empowers employees, making them feel more connected and invested in their roles.
  • Elevated employee morale: Recognition matters. A performance review presentation acknowledges an employee's achievements and offers pathways for growth. This recognition fosters a sense of value and appreciation, subsequently elevating morale.
  • Increased productivity: Clear goals and constructive feedback are catalysts for productivity. A performance review presentation equips employees with the focus and motivation needed to excel in their roles.

Moreover, a performance review presentation also acts as a compass to:

  • Identify training and development needs: By pinpointing strengths and weaknesses, managers can create targeted training and development plans, aiding employees in enhancing their skills and knowledge.
  • Informed decision-making: Armed with a deep understanding of an employee's performance, managers can make well-informed decisions regarding compensation and promotions.
  • Resolution of performance issues: If an employee is grappling with meeting expectations, the performance review presentation serves as an opportunity to diagnose the root cause of the issue and collaboratively develop strategies for improvement.

KPIs and metrics to add in performance review presentation

Key Performance Indicators (KPIs) and metrics are the true stars of your performance review presentation. They're the numbers that tell a compelling story of an employee's journey within your organization. But how do you choose the right ones? Let's dive into the art of KPI selection:

  • Alignment with organizational goals: The KPIs and metrics you select should be in perfect harmony with your organization's overarching goals and objectives. Think of them as the compass guiding your presentation towards the most critical aspects of performance. It's about showcasing achievements that matter most to the company's mission.
  • Relevance to the employee's role: Tailoring your KPIs and metrics to the employee's specific role is paramount. This customization ensures that your presentation speaks directly to their contributions and responsibilities. It's about highlighting the areas where their efforts make the most significant impact.
  • Measurability: Your chosen KPIs and metrics must be measurable and quantifiable. They should provide a clear and concise picture of performance. This measurability empowers you to track progress over time and assess an employee's performance against specific, tangible goals.

Now, let's delve into some concrete examples of KPIs and metrics that could take center stage in your performance review presentation:

  • Sales: Consider metrics like the number of new customers acquired, total revenue generated, and the growth of market share. These figures demonstrate the employee's impact on the company's bottom line.
  • Customer satisfaction: Metrics such as the Net Promoter Score (NPS) and customer churn rate reveal how well the employee has served and retained customers. Additionally, tracking the time taken to resolve customer support tickets can showcase their responsiveness and service quality.
  • Productivity: To gauge productivity, analyze metrics like the number of tasks completed, time taken to complete tasks, and the quality of work delivered. These insights shed light on the employee's efficiency and effectiveness.
  • Teamwork: Collaboration and teamwork are often vital. Consider metrics related to how well the employee works with team members, their active participation in meetings, and their willingness to assist others. These factors highlight their contributions to a harmonious work environment.
  • Leadership: Leadership skills are critical in many roles. Metrics here could assess their ability to motivate and inspire others, their skill in delegating tasks, and their decision-making prowess.

Additionally, it's valuable to incorporate metrics specific to the employee's role. For example, if they are a software engineer, metrics related to the number of bugs fixed or the development of new features could be particularly relevant.

How to structure an effective performance review presentation

The structure of your performance review presentation is the backbone of a compelling narrative, and it plays a more significant role than you might imagine. Think of it as crafting a well-written story, complete with a captivating beginning, an engaging middle, and a satisfying conclusion. Here's a suggested structure to help you create a presentation that keeps everyone on the edge of their seats:

Introduction

Begin with a warm introduction, both of yourself and the employee. Briefly outline the purpose of the presentation and what you intend to cover during this session. Take a moment to express gratitude for the employee's hard work and their valuable contributions to the team.

Overview of employee's role and responsibilities

Provide a concise overview of the employee's role and responsibilities within the organization. This serves as a critical context-setting step that ensures everyone is on the same page.

Key performance indicators (KPIs) and metrics

Now, let's dive into the heart of the matter – the employee's performance against key performance indicators (KPIs) and metrics. Ensure that each KPI or metric is not just presented but explained comprehensively, providing context that illuminates their significance. Leverage visuals, such as charts and graphs, to present data in a visually engaging and easy-to-understand manner.

Strengths and areas for improvement

Delve into the employee's strengths and areas where there's room for growth. Specificity is key here. Offer real-life examples whenever possible to make your points resonate. Begin with the strengths – this approach fosters a positive and constructive atmosphere for the discussion.

Goals for the next review period

Collaborate with the employee to set clear and SMART goals for the upcoming review period (Specific, Measurable, Achievable, Relevant, Time-bound). Discuss how you, as their manager, can provide support and resources to help them achieve these goals. This section is all about charting the path forward, turning insights into actionable steps.

Summarize the key takeaways from your presentation, reinforcing the most salient points. Express your gratitude once again for the employee's time and attention throughout the presentation. Encourage questions and feedback, fostering an environment of open communication.

With this structured approach, your performance review presentation transforms into a captivating narrative. It guides both you and the employee through a comprehensive discussion of their performance, strengths, growth areas, and goals. It's not just a presentation; it's a journey towards personal and professional development.

Do’s and don'ts on a performance review presentation

Now, let's talk about the do's and don'ts. Every great presentation has a set of rules, and we'll help you navigate them like a pro. From keeping it concise to avoiding wordiness, we've got your back. And remember, humor is a spice; use it wisely!

  • Be prepared: Your presentation should flow seamlessly. Practice beforehand to ensure you can deliver it confidently and smoothly.
  • Be positive and constructive: Maintain a positive tone throughout. Focus on the employee's strengths and areas for improvement while offering unwavering support.
  • Be respectful and open to feedback: Actively listen to the employee's perspective and encourage open dialogue. Respect their viewpoints and be willing to engage in constructive conversation.
  • Be concise and to the point: Avoid overwhelming the employee with excessive information. Keep your presentation concise, emphasizing the most critical takeaways.
  • Use visuals: Visual aids like charts and graphs can transform complex data into an engaging and easily comprehensible format.
  • Invite participation: Create an inclusive environment by inviting the employee to ask questions and provide feedback. It fosters an atmosphere of collaboration and mutual understanding.

Don'ts:

  • Don't wing it: Proper preparation is non-negotiable. Take the time to thoroughly prepare your presentation, ensuring that all facts and figures are readily accessible.
  • Don't be negative: Maintain a constructive and encouraging tone. While addressing areas for improvement, remember to emphasize support and motivation.
  • Don't be closed-minded: Keep an open mind and actively listen to the employee's perspective. Be receptive to their feedback and willing to consider alternative viewpoints.
  • Don't overload with information: Less is often more. Avoid overwhelming the employee with excessive details. Focus on the key insights and actionable points.
  • Don't forget to use visuals: Visual aids enhance understanding and engagement. Don't miss the opportunity to make your presentation more captivating.
  • Don't forget to invite participation: Actively involve the employee in the discussion. Encourage them to ask questions and share their thoughts. Their input is valuable.

Summarizing key takeaways

  • Performance reviews assess employee performance and are crucial for growth and development.
  • Benefits of performance review presentations include improved communication, transparency, engagement, morale, and productivity.
  • KPIs and metrics should align with goals and be measurable.
  • Examples of KPIs include sales, customer satisfaction, productivity, teamwork, and leadership.
  • Structure your presentation with an introduction, role overview, KPIs, strengths/areas for improvement, goals, and a conclusion.
  • Do's: Be prepared, positive, and use visuals; invite participation.
  • Don'ts: Don't wing it, be negative, overload with information, or forget to involve the employee.

1. What is a performance review presentation, and how can it benefit my team?

A performance review presentation is a powerful tool that helps organizations assess employee performance and communicate the results effectively. It leverages Prezent, PowerPoint or Google Slides to create visually engaging presentations. Using a performance assessment or appraisal format, you can highlight key areas of improvement and increase your performance graph in the market using this performance review process.

2. Can I find editable performance review templates for PowerPoint and Google Slides?

Yes, you can! Online platform offers customizable templates that are adaptable with Google Slides and PowerPoint slides. These editable templates contain twenty-two slides, making it easy to create a comprehensive presentation deck for your performance evaluations.

3. How does performance review presentation help managers and employees?

Performance review powerpoint presentation slides provide a 360-degree view of an employee's job performance. Managers use this tool to set goals, evaluate quarterly progress, and provide valuable feedback. Employees can use these presentations to understand their current responsibilities and work on much-needed improvements.

4. Are these presentations customizable to suit our specific needs?

Absolutely! Performance review presentation powerpoint templates are fully editable. You can tailor them to match your organization's unique performance goals, assessment forms, and confidential records. Additionally, you can use data-driven charts and visual feedback to enhance data analysis and create impactful presentations.

5. How can I access performance review presentation templates, and in what formats are they available?

You can access these templates on trusted platforms, and they are available in PowerPoint, PDF and Google Slides presentation formats. Each customizable template comes with a variety of slides that highlight key aspects of performance management, such as income statement, profit after tax, and dividend per share. You can also use the table of contents to navigate through the presentation easily.

Create your performance review presentation with Prezent

Prezent streamlines performance review presentations with:

  • Templates : Professionally designed templates save time.
  • Content guidance : 50+ storylines help structure your presentation.
  • Visuals : Access 35,000+ slides and brand-approved designs.
  • Collaboration : Real-time sharing for team input.
  • Time efficiency : Save time with pre-designed content.
  • Compliance : Ensures 100% compliance and document management.
  • Overnight service : Submit by 5:30 PM PST, receive a polished presentation by 9:30 AM the next business day.

Prezent simplifies and enhances your performance review process.

So, go ahead, use the power of Prezent, and take your presentations to the next level. Your employees, managers, and stakeholders will thank you!

Now, go forth and present like a pro! Try our free trial or book a demo today!

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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 Write a Peer Review

presentation review sample

When you write a peer review for a manuscript, what should you include in your comments? What should you leave out? And how should the review be formatted?

This guide provides quick tips for writing and organizing your reviewer report.

Review Outline

Use an outline for your reviewer report so it’s easy for the editors and author to follow. This will also help you keep your comments organized.

Think about structuring your review like an inverted pyramid. Put the most important information at the top, followed by details and examples in the center, and any additional points at the very bottom.

presentation review sample

Here’s how your outline might look:

1. Summary of the research and your overall impression

In your own words, summarize what the manuscript claims to report. This shows the editor how you interpreted the manuscript and will highlight any major differences in perspective between you and the other reviewers. Give an overview of the manuscript’s strengths and weaknesses. Think about this as your “take-home” message for the editors. End this section with your recommended course of action.

2. Discussion of specific areas for improvement

It’s helpful to divide this section into two parts: one for major issues and one for minor issues. Within each section, you can talk about the biggest issues first or go systematically figure-by-figure or claim-by-claim. Number each item so that your points are easy to follow (this will also make it easier for the authors to respond to each point). Refer to specific lines, pages, sections, or figure and table numbers so the authors (and editors) know exactly what you’re talking about.

Major vs. minor issues

What’s the difference between a major and minor issue? Major issues should consist of the essential points the authors need to address before the manuscript can proceed. Make sure you focus on what is  fundamental for the current study . In other words, it’s not helpful to recommend additional work that would be considered the “next step” in the study. Minor issues are still important but typically will not affect the overall conclusions of the manuscript. Here are some examples of what would might go in the “minor” category:

  • Missing references (but depending on what is missing, this could also be a major issue)
  • Technical clarifications (e.g., the authors should clarify how a reagent works)
  • Data presentation (e.g., the authors should present p-values differently)
  • Typos, spelling, grammar, and phrasing issues

3. Any other points

Confidential comments for the editors.

Some journals have a space for reviewers to enter confidential comments about the manuscript. Use this space to mention concerns about the submission that you’d want the editors to consider before sharing your feedback with the authors, such as concerns about ethical guidelines or language quality. Any serious issues should be raised directly and immediately with the journal as well.

This section is also where you will disclose any potentially competing interests, and mention whether you’re willing to look at a revised version of the manuscript.

Do not use this space to critique the manuscript, since comments entered here will not be passed along to the authors.  If you’re not sure what should go in the confidential comments, read the reviewer instructions or check with the journal first before submitting your review. If you are reviewing for a journal that does not offer a space for confidential comments, consider writing to the editorial office directly with your concerns.

Get this outline in a template

Giving Feedback

Giving feedback is hard. Giving effective feedback can be even more challenging. Remember that your ultimate goal is to discuss what the authors would need to do in order to qualify for publication. The point is not to nitpick every piece of the manuscript. Your focus should be on providing constructive and critical feedback that the authors can use to improve their study.

If you’ve ever had your own work reviewed, you already know that it’s not always easy to receive feedback. Follow the golden rule: Write the type of review you’d want to receive if you were the author. Even if you decide not to identify yourself in the review, you should write comments that you would be comfortable signing your name to.

In your comments, use phrases like “ the authors’ discussion of X” instead of “ your discussion of X .” This will depersonalize the feedback and keep the focus on the manuscript instead of the authors.

General guidelines for effective feedback

presentation review sample

  • Justify your recommendation with concrete evidence and specific examples.
  • Be specific so the authors know what they need to do to improve.
  • Be thorough. This might be the only time you read the manuscript.
  • Be professional and respectful. The authors will be reading these comments too.
  • Remember to say what you liked about the manuscript!

presentation review sample

Don’t

  • Recommend additional experiments or  unnecessary elements that are out of scope for the study or for the journal criteria.
  • Tell the authors exactly how to revise their manuscript—you don’t need to do their work for them.
  • Use the review to promote your own research or hypotheses.
  • Focus on typos and grammar. If the manuscript needs significant editing for language and writing quality, just mention this in your comments.
  • Submit your review without proofreading it and checking everything one more time.

Before and After: Sample Reviewer Comments

Keeping in mind the guidelines above, how do you put your thoughts into words? Here are some sample “before” and “after” reviewer comments

✗ Before

“The authors appear to have no idea what they are talking about. I don’t think they have read any of the literature on this topic.”

✓ After

“The study fails to address how the findings relate to previous research in this area. The authors should rewrite their Introduction and Discussion to reference the related literature, especially recently published work such as Darwin et al.”

“The writing is so bad, it is practically unreadable. I could barely bring myself to finish it.”

“While the study appears to be sound, the language is unclear, making it difficult to follow. I advise the authors work with a writing coach or copyeditor to improve the flow and readability of the text.”

“It’s obvious that this type of experiment should have been included. I have no idea why the authors didn’t use it. This is a big mistake.”

“The authors are off to a good start, however, this study requires additional experiments, particularly [type of experiment]. Alternatively, the authors should include more information that clarifies and justifies their choice of methods.”

Suggested Language for Tricky Situations

You might find yourself in a situation where you’re not sure how to explain the problem or provide feedback in a constructive and respectful way. Here is some suggested language for common issues you might experience.

What you think : The manuscript is fatally flawed. What you could say: “The study does not appear to be sound” or “the authors have missed something crucial”.

What you think : You don’t completely understand the manuscript. What you could say : “The authors should clarify the following sections to avoid confusion…”

What you think : The technical details don’t make sense. What you could say : “The technical details should be expanded and clarified to ensure that readers understand exactly what the researchers studied.”

What you think: The writing is terrible. What you could say : “The authors should revise the language to improve readability.”

What you think : The authors have over-interpreted the findings. What you could say : “The authors aim to demonstrate [XYZ], however, the data does not fully support this conclusion. Specifically…”

What does a good review look like?

Check out the peer review examples at F1000 Research to see how other reviewers write up their reports and give constructive feedback to authors.

Time to Submit the Review!

Be sure you turn in your report on time. Need an extension? Tell the journal so that they know what to expect. If you need a lot of extra time, the journal might need to contact other reviewers or notify the author about the delay.

Tip: Building a relationship with an editor

You’ll be more likely to be asked to review again if you provide high-quality feedback and if you turn in the review on time. Especially if it’s your first review for a journal, it’s important to show that you are reliable. Prove yourself once and you’ll get asked to review again!

  • Getting started as a reviewer
  • Responding to an invitation
  • Reading a manuscript
  • Writing a peer review

The contents of the Peer Review Center are also available as a live, interactive training session, complete with slides, talking points, and activities. …

The contents of the Writing Center are also available as a live, interactive training session, complete with slides, talking points, and activities. …

There’s a lot to consider when deciding where to submit your work. Learn how to choose a journal that will help your study reach its audience, while reflecting your values as a researcher…

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Peer Review Examples (+14 Phrases to Use)

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‍ Table of Contents:

Peer review feedback examples, what are the benefits of peer review feedback examples, what are peer review feedback examples, 5 key parts of good peer review examples, 14 examples of performance review phrases, how do you give peer review feedback to remote teams, the benefits of a feedback culture, how to implement a strong feedback culture.

A peer review is a type of evaluative feedback. It focuses on the strengths and areas of improvement for yourself, your team members, and even the organization as a whole. This form of evaluation can benefit all parties involved, helping to build self-awareness and grow in new ways that we might not have realized before. Of course, the best examples of peer review feedback are those that are well-received and effective in the workplace, which we will go over in the next section.

As mentioned, peer review feedback is a great way to identify your strengths and weaknesses and those of others. The benefits are two-fold: it helps you grow in new ways that may have been difficult for you before, while also making sure everyone involved feels confident about their abilities moving forward.

For instance, organizations with robust feedback cultures can close any gaps that hinder their performance and seize business opportunities whenever they present themselves. This dual benefit gives them competitive advantages that allow them to grow, along with a more positive workplace. Leading companies that enjoy these types of advantages include Cargill, Netflix, and Google. Peer review feedback can also be a great tool to use for conducting your annual performance reviews. They give managers visibility and insights that might not be possible otherwise. The feedback can help you better understand how your employees view their performance, as well as what they think the company's expectations are of them. This opportunity is especially helpful for those who work remotely—it allows managers to see things that might be missed otherwise.

For example, if an employee works from home often or telecommutes frequently, it can be more difficult for managers to get a sense of how they are doing. This is where peer review feedback comes in—if their peers notice issues that need attention, this provides the manager with valuable insights that might otherwise have gone unnoticed. Everyone must be on the same page about what exactly it is they want from these sessions and how their employees will benefit from receiving them.

A Gallup poll revealed that organizations that give their employees regular feedback have turnover rates that are almost 15% lower than for those employees that didn't receive any. This statistic indicates that regular reviews, including peer reviews, are important. However, so is giving the right kind of peer review feedback.

As such, when you have a peer review session, think about some good examples of the type of feedback that might be beneficial for both parties. These would be the relevant peer review examples you want to use for your organization.

One example would be to discuss ways in which the employee’s performance may have been exemplary when you give them their peer review feedback forms . This conversation gives the person being reviewed an idea about how well they're doing and where their strengths lie in the form of positive feedback. 

On the other hand, it also helps them know there is room for improvement where they may not have realized it before in the form of negative feedback.

Another example would be to discuss how you might improve how the person being reviewed conducts themselves on a day-to-day basis. Again, this action can help someone realize how their performance can be improved and provide them with suggestions that they might not have thought of before.

For example, you may notice that a team member tends to talk more than is necessary during meetings or wastes time by doing unnecessary tasks when other pressing matters are at hand. This type of negative feedback would allow the person receiving it to know what areas they need to work on and how they can improve themselves.

As mentioned previously, peer reviews are a great way of giving an employee concrete suggestions for the areas in which they need improvement, as well as those where their performance is exemplary.

To ensure that your team feels valued and confident moving forward, you should give them the best examples of peer review feedback possible. The following are five examples of what constitutes good peer review feedback:

1. Use anonymity. Keeping them anonymous so that the employee review makes workers feel comfortable with the content and don't feel any bias has entered the review process.

2. Scheduling them frequently enough. A good employee experience with peer reviews involves scheduling them often enough so that no one has an unwelcome surprise come annual or biannual performance appraisal time.

3. Keep them objective & constructive. Keep peer review feedback objective and constructive—your goal is to help improve the peers you're reviewing so they can continue to do an even better job than before!

4. Having key points to work on. Ask questions such as: what is the goal? And what does the company want people to get out of each session?

5. The right people giving the peer review . Personnel familiar with the employee's work should be the ones doing the employee evaluation, rating the reviewer's performance, and providing peer feedback.

You can use the following positive performance appraisal phrases to recognize and coach your employees for anything from regularly scheduled peer reviews to biannual and annual appraisals:

  • "I can always count on you to..." ‍
  • "You are a dependable employee who meets all deadlines." ‍
  • "Your customer service is excellent. You make everyone feel welcome and comfortable, no matter how busy things get." ‍
  • "The accounting work that you do for our team helps us out in the long run." ‍
  • "I appreciate your helpfulness when it comes to training new employees. You always seem willing to take some time out of your day, even though you're busy with other tasks, to show them how we do things here at [COMPANY]." ‍
  • "It's so nice to see you staying on top of your work. You never miss a deadline, and that is very important here at [COMPANY]." ‍
  • "I can always count on you when I need something done immediately." ‍
  • "Your communication skills are exceptional, and I appreciate the way you always get your point across clearly." ‍
  • "You are always willing to lend an ear if someone needs help or has a question about something. You're great at being the go-to person when people need advice." ‍
  • "I appreciate your ability to anticipate our customers' needs."

Negative performance review phrases can be helpful if handled the right way and often contribute to improving the employee's performance. 

Here are some examples of effective negative performance review phrases you can use:

  • "You seem to struggle with following the company's processes. I would like to see you get better at staying on top of what needs to be done and getting it done on time." ‍
  • "I'm concerned that your work quality has slipped lately. You're still meeting deadlines, but some of your work seems rushed or incomplete. I want to make sure that you're giving everything the attention it deserves." ‍
  • "I noticed that you've been getting a lot of customer complaints lately. Is there anything going on? Maybe we can work together and come up with some solutions for how things could be better handled in the future?" ‍
  • "You seem overwhelmed right now, and it's affecting your work quality. I want to help you figure out how we can better distribute the workload so that you're not feeling like this anymore."

When giving peer review feedback to remote teams, it is essential for everyone involved that the employee being reviewed feels comfortable and respected. And whether a peer or direct report gives the remote employee a review, the most effective way to ensure this happens is by providing open communication and constructive feedback throughout the process.

However, when you work remotely, it can be difficult to get the opportunity for peer feedback. However, there are ways of ensuring that such a process is still beneficial and productive.

The following are some examples of how to go about giving effective peer review feedback when working virtually:

  • Take advantage of webcams or video conferencing to make sure that you can see the employee's facial expressions and monitor body language during a performance review, remote or otherwise. ‍
  • Just like with any in-person performance review, it's critical to schedule a regular time for sessions so they don't catch anyone by surprise. ‍
  • Make it clear at both your end as well as theirs what the overall goal is—this helps them prepare ahead of time and ensures there are no unforeseen surprises. ‍
  • Ensure that you keep the feedback objective with constructive criticism, as this is what will allow them to improve their performance in a way that they can take advantage of immediately. Include all these key points in your company peer review templates also. ‍
  • Be prepared for these sessions by having a list of key points you want to cover with your peer reviewer—this helps guide the conversation while ensuring no important points are overlooked.

When employees enjoy their work, understand their goals, and know the values and competencies of the job, job satisfaction increases, along with their performance. In addition, the link between productivity and effective feedback is well established. For instance, 69% of workers said they would work harder if their efforts were recognized, according to LinkedIn.

Continuous and regularly scheduled performance appraisal feedback helps with employee development, clarifies expectations, aligns goals, and motivates staff (check out our article Peer Review Feedback to find out why peer feedback is so essential), establishing a positive workplace. Lastly, a workplace that dedicates itself to motivating people to be better will improve employee engagement and the levels of performance.

If you haven't implemented a culture for using feedback yet, there are several effective ways to go about it. One good way to kick things off is to first identify teams or some other similar organizational unit and have them experiment with the social feedback system.

While the frequency of peer reviews should be given every three to four weeks, or even at the end of a project sprint , the cycles for building a strong feedback culture can be quarterly or monthly, depending on your preferences and operations.

After the three cycles are finalized, you typically have built up enough feedback information to start the organization on its path to a strong feedback culture.

Knowing these peer review feedback examples and tips on giving them to remote teams will help you become more comfortable with this type of evaluative discussion. It can be difficult at first, but remember that the benefits are worth it! And remember: when giving peer review feedback, make sure you keep each session objective. This helps ensure they're constructive and that both parties walk away feeling as though they've learned a lot from them.

Want to keep that morale sky-high during Feedback Friday and the peer review process? If so, be sure to check out Matter , with features that allow you to give public Kudos all inside Slack.

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Performance Review Presentation Template

A performance review can help managers and employees align on expectations and set goals so the team as a whole can be more successful. Keep your notes and employee evaluations organized with Beautiful.ai’s performance review template. 

Our customizable template has all the performance review basics like communication hits and misses, job performance, and overall feedback. An organized performance review can help teams understand what is expected in the role and whether they’re hitting their goals, working well with others, or where they can improve to be more successful.  

Our performance review template can also help you:

  • Customize your performance review presentation for different employees
  • Act as a take-away resource that employees can reference throughout the quarter
  • Organize your notes and expectations for future hires

Use our template to create an effective performance review presentation

Tailoring this template to your team’s unique performance review needs can save upper-management hours of time. Whether you need to create additional details or edit a review from the previous quarter, you can quickly bring your visions to life with these customizable template. A performance review should be clear and concise, so that nothing is left up for interpretation. That’s why our template includes everything you need to create an effective presentation. Those slides include:

Title Slide

Tips to create an effective performance review presentation

As you use this template to craft your performance review presentation, keep these do’s and don’ts in mind:

Condensing an entire quarter’s worth of feedback can be tedious. Build an outline or table of contents first, then simply stick to that structure as you create your presentation.

It can be easy to get caught up in your expectations. Make sure to provide actionable feedback to your employees so they know exactly what they need to do to improve their work.

Remember: You aren’t here to touch on every single loss and win from the previous quarter. Limit the amount of content you add to each slide and only highlight key takeaways.

A performance review is different for each employee on your team. Don’t be afraid to customize the template and add personality to match the subject of the review.

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Learn about Copilot prompts

Get better results with Copilot prompting

  • Edit a Copilot prompt to make it your own

Share your best prompts

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As you become more familiar with the capabilities of Microsoft Copilot, and more skilled at creating prompts that delight, intrigue, or amaze, don't keep them to yourself. When you share the prompts you've tried and refined, particularly those you used to great effect, you not only gain the reputation for leading change but contribute to Copilot adoption and resulting task efficiencies across your organization. There are lots of ways to share prompts, and some best practices to go along with them. This article explains it all. 

Best practice: tell your prompt story

Sharing the actual prompt is easy. But before you copy and paste a prompt into your favorite app, think about this: the real learning and inspiration come from hearing your “prompt story.” Consider these elements in your story:

What you were trying to accomplish

The actual prompt (text)

Description of the prompt output (e.g., “the prompt created a PowerPoint presentation complete with images and speaker notes”)

How Copilot specifically helped you: maybe it saved you time, or produced something you thought was beyond your reach

What you learned, reflections on your experience, or what you will try next

Encouragement for others to give it a try

EXAMPLE 1: Copilot drafted my monthly status presentation

Every month, I need to present the status of our research project to the exec team. Normally, this takes me a few days. Instead, I tried this prompt in Copilot:

 “Draft a PowerPoint presentation for the Monthly Status Update of no more than 10 slides using the information in these files.”

Copilot created a new presentation in less than a minute that had sections for Project Summary, Current Status, Recent Accomplishments, What’s Next, and Risks. Wow! Saved me hours of work, and it’s actually a more professional looking presentation than I could have created myself. This is the new way.

EXAMPLE 2: Catch up on the missed meeting

My schedule got totally taken over last Thursday with an urgent customer request and I was not able to go the cross-team planning meeting for Q4. Normally, I’d try to block an hour and read all the presentations from all the speakers and the notes and maybe listen to some of the recording, but this time I tried using Copilot to catch up…

“Summarize the meeting into the Top Five Takeaways including Action Items”

After just a minute, Copilot cranked out five pretty helpful highlights from the meeting along with a link to key points in the transcript. It also tracked three important action items from the discussion. Almost better than attending the meeting! I totally recommend this for when you can’t attend a meeting. It's easy to catch up and worth it.

Suggested methods for sharing your prompt story

Fortunately, sharing both your prompt and story is easy, and there are lots of ways to do so. Here are some suggestions.

Share using a Viva Engage community

Many organizations set up Viva Engage communities where people with similar interests or who work in similar disciplines can exchange information and ideas. This is a perfect place to share prompts as well. For example, imagine a community dedicated to the product management (PM) discipline. There, PMs can share prompts that will help others write specs or planning documents using specific templates.

Recommendation: Post into the community using a new Discussion or Article

Learn more about Viva Engage Communities: Communities in Viva Engage - Microsoft Support

Share using Microsoft Teams

Create a prompt channel in your Microsoft Teams space and encourage team members to contribute their best prompts. These contributions could be tagged with likes and get replies. Encourage testimonials as well. Trying a prompt recommended by someone else and then sharing insights about how it worked for you is a great way to kick off a conversation and inspire others to give it a try.

Channels aren’t the only way to share prompts in Microsoft Teams. Meeting chat is a quick and easy place to share prompts that are relevant to the current conversation or meeting topic. Imagine a conversation in the meeting where someone says, “I need to put together a blog post for a product announcement happening next week and I haven’t had time to start it yet.” Another person says, “I had a similar assignment and used a prompt to get me started. It really saved me some time. Here, try this.”

Write a blog post announcing a new line of eyeglasses targeted at people who suffer from chronic dry eye. The eyeglasses lock moisture in while protecting eyes from wind and debris. The glasses are lightweight, fashionable, and priced to appeal to all ages and income levels. The glasses go on sale just in time for summer and will be available everywhere you buy eyeglasses. Cite research and use an upbeat tone.

Learn more about Microsoft Teams and channels: Create a standard, private, or shared channel in Microsoft Teams - Microsoft Support

Share using SharePoint news

The news feature in SharePoint makes it easy to bring your organization’s news stories to life with rich formatting, images, dynamic content, and prompts. A SharePoint communication site or team site are both good options.

Learn more about SharePoint news: Create and share news on your SharePoint sites - Microsoft Support

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Blog Human Resources

21 Engaging Performance Review Examples [+ Tips From an HR Manager]

By Victoria Clarke , Oct 12, 2023

performance-review-examples-blog-header

Performance review season can be a daunting period for both management and employees.

One-sided conversations, mixed messages and wordy documents leave both parties feeling like they have the same, stressful conversation each time.

But if you take the right approach, quarterly or annual performance reviews are an awesome opportunity to reinforce solid habits, redirect poor traits and drive professional growth for your employees. My trick? Venngage’s free Online Performance Review Generator .

In this post, I’ll give you tips from my own experience as an HR manager to make the performance review process a lot more painless, plus human resource templates you can customize now.

Performance review examples and advice:

What is a performance review, how to write a performance review, performance review examples and templates, performance review examples for managers, performance review examples for employees, self performance review examples.

  • Quarterly performance review examples
  • Annual performance review examples

Simple performance review examples

  • Useful performance review phrases
  • What’s the purpose of a performance review?

A performance review is a regulated assessment in which managers evaluate an employee’s work performance to identify their strengths and weaknesses, offer feedback and assist with goal setting.

The frequency and depth of the review process may vary by company, based on company size and goals of the evaluations. It could be annually:

presentation review sample

Or quarterly, to name a few:

presentation review sample

Watch this quick, 14-minute video for performance review tips, templates and best practices:

This quarterly performance review example has sections for both achievements and areas of improvement. It also has a section for core values, as this must be a key performance indicator at this company. Different companies will have different measuring sticks for success.

presentation review sample

Q: Can I customize the performance review templates in this post?

A: Yes, you can! All the templates are easy to edit. Some templates are free, some are paid.

Click any template and you’ll be asked to sign up for free. You’ll enter our online editor. Edit the text, apply your brand colors, add pages, upload your logo and more. Share a link for free.

Upgrade to our Plan for Professionals to download in PDF or PowerPoint format and access premium features and templates, such as real-time team collaboration and one-click branding.

Having an employee-friendly performance review process can not only make or break the development of your employees but also disrupt the relationship between managers and their reports.  

Beyond creating a robust performance review strategy and performance review form, managers must also consider their delivery of the appraisals. Communicating a performance review effectively is the final touch to executing a constructive, celebratory and effective review process.

presentation review sample

When creating an effective assessment, it’s important to include the following:

  • Calculate an overall rating for the employee; although a manager will be highlighting both the strengths and weaknesses of an employee’s behavior , it will aid the employee’s morale to communicate how the employee averaged on this rating scale.
  • Ensure the employees are engaged in their own reviews; thus, be sure to include the employees’ goals and developments toward reaching such goals in the assessments .
  • Celebrate employees improvements; highlighting an employees’ developments are a powerful way to impact employee engagement and boost overall team performance .
  • Company culture and values; dedicate a section of the assessment to evaluate how employees align with the company’s core values thus contributing to a positive company culture .

Based on my involvement in building out our own effective performance review process at Venngage, I suggest taking the following steps into consideration when constructing a performance review:

1. Set expectations early

Early in an employee’s career with a company, managers should communicate the details of their review process including the expectations. It should be included in your employee handbook , for example.

In this way, managers set and communicate clear expectations of the key job functions and competencies of the role when an employee joins the company. The information presented in performance reviews should align with this define as well as use familiar language and terms. This strategy will work to eliminate any potential confusion or surprises for both parties.  

2. Don’t make it personal

Feedback is about actions and behavior, not the person.

When writing a performance review, it helps to take a look at the issue(s) you’ve included and ensure that they apply to actions and behavior of the employee rather than the personal attributes of said employee.

This will also help to regulate the information mentioned in the review, to guarantee it is relevant and appropriate information.

3. Beware of biases and limitations

While there may be a general ‘right’ way of doing things, there are often multiple — and equally good — ways to reach the same end goal.  

Please ensure your review is not biased or limited in favor of your personal work style and beliefs. Try to consider the various aspects of the employees role and experience that may impact their decision to pursue alternative methods or working habits. Be empathetic towards these factors when writing your review.

4. Be specific

The information presented in the review should be task-focused, clear and to the point.

General comments will leave an employee feeling confused and in the dark as to what aspect of their work needs to be corrected or how they can pursue improvements.  

Failing to be direct in your messaging will impact the way your message is received and create further confusion about what the expectations are. Managers should be specific on what behaviors of their employees they are celebrating and what actions require improvements.

4. Offer guidance

Managers play a critical role in understanding the career goals of their employees and crafting development opportunities to help their reports achieve their goals.  

It is important as a manager to offer your advice and expertise to your employees to help further their development.

If, as a result of the feedback given, the employee (or yourself) may feel as though they need additional training, consider the benefit of workshops, mentoring or coaching.  

Be sure to use performance reviews as a way to guide employees whether it is toward further greatness or for areas requiring some improvement.  

5. Follow up

Follow up in writing and check in continuously to ensure improvement.

Both managers and employees should receive a copy of the review to refer back to moving forward.

Whether reviews are scheduled annually or quarterly, they should be a continuous topic of discussion for both managers and employees. When writing a review, ensure that the review is clear and specific. Being mindful of this will help to ensure the employee can easily refer back to the form on their own after the meeting.

presentation review sample

Related: How to Write a Performance Review That Inspires Growth (With Examples & Templates

To conduct an effective performance review, it’s important to deliver a positive and solution-focused message. This will be less discouraging to the employee.

This performance review example  shows how you can offer constructive feedback, while also praising the employee’s efforts. The majority of the sections focus on the employees’ achievements and strengths.

Suggested areas of improvement are positioned in the middle, letting managers cushion criticism with praise.

presentation review sample

This appraisal example shows how managers can give constructive feedback to their employees by giving them clear direction on what things to keep doing and what actions to take in future.

While Felicia did not meet her goal, her manager acknowledges that the goal was set deliberately high and that 74 percent of the goal still has significant impact.

This employee review form also points to specific positive behavior, such as self-education, teamwork and a strong work ethic.

There are also specific recommendations for improvement, such as putting together a plan to get more press mentions and scaling her experiments.

Another way to do a performance review, or kick off the process, is to use a quadrant. Both the employee and manager can plot where they think the former falls on certain key values and build out discussion points from there.

You can change “get it done/get it right” in the employee review template below to “uphold core values/contribute to company culture” for example.

presentation review sample

Performance reviews are a crucial part of effective management, offering an opportunity to provide constructive feedback and set the stage for future growth.

To conduct a successful performance review as a manager, preparation is essential. Collect and review performance data well in advance, considering both quantitative metrics and qualitative observations.

presentation review sample

Make sure to prioritize clear and open communication. Create a comfortable and respectful environment for the discussion, allowing the employee to share their perspective and concerns.

Offering specific examples of both strengths and areas for improvement is critical, as vague feedback can lead to misunderstandings.

presentation review sample

Additionally, focus on setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals for the future, collaboratively establishing an action plan that aligns with the company’s objectives and the employee’s career aspirations.

presentation review sample

Finally, follow up on the action plan throughout the year, providing ongoing support and feedback to ensure continuous improvement. Consistent and well-structured performance reviews contribute to employee development, job satisfaction, and overall team success.

Performance reviews for new employees are critical in setting the tone for their growth and integration into the organization.

For new employees especially, they may be nervous or unsure of what to expect for their first performance review. That’s why, it’s important for managers to create a welcoming and comfortable environment.

Start by acknowledging their achievements and progress since joining the company. Recognizing their early contributions can boost their confidence and motivation.

presentation review sample

Additionally, focus on clear communication. Outline expectations and performance standards specific to their role. New employees should leave the review with a clear understanding of their job responsibilities and how their work aligns with the company’s goals.

It’s also crucial to discuss their career development. New employees often seek opportunities for advancement and growth. Use the review to explore their long-term goals within the company, and explain how their role fits into the larger career path.

presentation review sample

Finally, emphasize ongoing support and mentorship. New employees benefit from regular check-ins and guidance to help them acclimate and succeed in their roles.

In a self-performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting.

The benefits of doing self-assessments have made them a common part of the employee review throughout many companies.

Self-assessments are an encouraging opportunity for employees to share their thoughts about their job, goals, desired responsibilities and aspects of either their role or environment that they may be struggling with.

Set employees up for success in the self-assessment process by giving them a robust employee evaluation form with thoughtful questions, and HR tools to automate this process and make it more convenient.

Annual self-evaluation employee review template

This first example is perfect for a thorough annual review. The targeted questions prompt the employee to reflect on their achievements and shortcomings, while also rating themselves on specific skill sets required for their job.

presentation review sample

The above employee self-assessment example allows for multiple sign-offs, plus a section to list colleagues who can back up the employee’s statements.

Yearly performance self-evaluation templates

A yearly performance self-evaluation isn’t just a great chance for employees to assess their past performance.

It’s also a way for employees to plan for their professional future as they can see where their strengths lie and what skills they need to build to move up in the company. An annual self-evaluation can also build an employee’s case for their compensation review.

This employee self-evaluation form is broken into sections that cover all these factors: about your job, achievements, goals and professional development .

presentation review sample

This yearly performance self-evaluation template has space to expand on goals met and alignment with core values, as well as skills they’d like to build in the future:

presentation review sample

Self-assessment employee review forms

Many performance reviews are incredibly detailed. Sometimes, a higher-level overview is all that’s needed.

Quadrant evaluations, like the template below, are a great way for employees to do an assessment and for managers to quickly add their own evaluation, without getting into the weeds.

Employees can add what’s being evaluated in the easy-to-edit template below (instead of get it done/do it right). The employee adds an icon where they think they fall in the quadrant, and the manager does the same, with room on the last page to further break down the evaluation.

Sounds tough? Our real-time collaboration feature (part of the Business Plan ) lets both manager and employee work on the same doc online, leave comments, share private links and more.

presentation review sample

The self employee review form below lets the employee write out their job description. That way, they can reference their deliverables in the Goals Achieved and Areas of Excellence sections and directly demonstrate their impact on the organization:

presentation review sample

This self-performance review example gives employees the chance to reflect on their achievements on a quarterly basis.

This way, employees can demonstrate meeting quarterly goals. It can also give them a chance to reflect on their strengths and weaknesses and have a chance to act on them before their big annual review:

presentation review sample

Self-assessments also help enlighten managers of how employees understand their place within the company’s organization and culture.  

The information disclosed in self-assessments should serve as a major element of official performance reviews in order to ensure that both a two-way conversation occurs and that the needs of both parties are being met moving forward. Looking for a better way to enhance employee engagement, to avoid quite boring meetings? Try out the top 14 inspiring games for virtual meetings , to learn how to add a live poll, word cloud, spinner wheel or even live Q&A sessions to elevate your presentation!

To make for the most effective self-assessments, employees should be sure to consider how their managers’ perceptions of their performance varies from their own.  

With this in mind, the information shared in a self-assessment can guide or pivot a manager’s perception and assessment of an employee’s performance .

Quarterly employee performance review templates

Quarterly reviews are important because they provide multiple opportunities for employees to receive helpful feedback on how to improve as the year progresses.

This quarterly performance review example reflects on specific areas of improvement, such as scaling her experiments and developing content partnerships.

performance review examples

Quarterly reviews from Q1 to Q3 serve as a means of providing specific, deliberate feedback to employees so they know exactly how to improve on their goals and skills.  

This enables the final, annual evaluation conducted at the end of Q4 to serve as a final assessment that will have the most weight in determining how the employee will excel into the next year, discretionary bonuses, salary increases, etc.

Quarterly reviews offer a documented and tracked record of an employee’s progress throughout the year.

This means that each quarter should be assessed using the same rubric throughout the entire year. This will aid in ensuring an accurate representation of an employee’s development is recorded.

That means, if you use the below employee review template in Q1, you should also use it again in Q2 and Q3:

performance review examples

Quarterly employee review template

This quarterly review template is a more condensed version of the example above.

If you’d like to keep your quarterly reviews short and to the point, this template will suffice. Employers can then use the expanded version above for their annual review.

presentation review sample

If you want a template that’s filled with useful information on the types of performance review phrases you can use for a quarterly review, you can edit the one below:

presentation review sample

Employee self-evaluation sample answers

It’s also important for employees to comment and reflect on their reviews.

They can both point out specific milestones that were missed:

  • I generated five new leads and, as a result, I exceeded my sales quota by 20%
  • I wrote a blog post based on original research that doubled our organic traffic in June

And also to acknowledge areas of improvement:

  • I recognize that I need to form new content partnerships. I plan to do so in Q3 by putting together a list of 10 potential targets based on past linkbuilding partners and sending a customized pitch email.

presentation review sample

Annual performance review templates

At large organizations, there may not be enough resources in order to devote the time needed to conduct quarterly performance reviews for every employee.  

This is also true in the case of a supervisor who has a large number of direct reports working for them whereby time management is their main issue.  

In these situations, an annual performance review would work best, especially if the employees being evaluated are experienced in their line of work and have been with their company for a long time.

Annual employee performance review templates

In this employee review template, staff are evaluated on only four factors: ability, goals, areas of improvement, and core values:

Annual evaluations are typically geared towards determining employee raises and discretionary bonuses.

Regular one-on-one meetings between direct reports and managers throughout the course of the year would be a great way to supplement this process.

This annual employee review template can simply include scores (out of 100 etc.) in each box. Or put notes in each section to explain the overall performance score.

presentation review sample

This being said, annual appraisals would need to take a more general approach to evaluating employees than just providing a summary of their performance over the year.

The following employee review template takes a graphic approach and neatly summarizes overall performance using a score out of 100 for factors such as adaptability and project quality:

presentation review sample

Employee evaluation examples

Aside from the categories in the template above, there are a number of other factors that employers can use to evaluate performance.

Common performance review skills:

  • Interpersonal skills
  • Quality of work
  • Communication
  • Problem solving
  • Adaptability
  • Punctuality and attendance
  • Self-education and learning
  • Accountability

Even if you want to do a basic performance review, you should always include:

  • Elements of the employee’s strengths.
  • Areas for which the employee can develop.
  • How the employee contributes/could contribute to the company’s core values and culture through performance and actions.

This performance review mind map shows the basics for setting up a simple yet effective performance review–from setting specific goals to soliciting employee feedback.

presentation review sample

A simple performance review should still reflect the goals of your business’s performance review management system —and this will vary by company.

It’s important to understand the purpose of your assessment before determining what information will be required to assess in order to meet the goal.

For example, some smaller companies may use performance reviews throughout the year to track employees’ development and growth.

While other, larger companies may use performance reviews to summarize employee performance, help to calculate the priorities of the new year, adjust compensation or establish bonus amounts.

An HR checklist can come in handy to streamline the process.

Simple employee review template

Each of these simple employee review templates are easy to edit in our online editor. Customize the text to match your own criteria, add your brand colors, upload your logo, add or delete pages and then share a private link or download in PDF or PowerPoint formats ( Business Plan only ).

This template uses quadrants to see how employee and manager evaluations match. Or only use it for self-assessments or manager assessments.

Simple Multilevel Employee Performance Evaluation Infographic Template

Simple performance review template

This more traditional performance review template focuses only on big categories, like meeting goals, areas of excellence and areas of improvement.

presentation review sample

Simple employee review form

The below form is an even more condensed version of the above. Use it for a quarterly review to keep things focused or even for an annual review to help you and your report stick to the most important points. Change the text to include your own categories of evaluation.

presentation review sample

Useful performance review phrases

Grappling with what to say at your next performance review? Choosing the right words is important to make the review as constructive as possible, not to mention motivating for your employee. Here’s a list of effective performance review phrases for managers and employees.

Performance appraisal comments for managers:

  • She replies to calls, emails and instant messages in a timely manner (within 24 hours etc.)
  • He has a talent for thinking outside the box.
  • She tends to be risk-averse and prefers traditional approaches to creative ones.
  • She maintains a culture of transparency in her team and encourages knowledge-sharing across all teams in the department.
  • He consistently gives reports the training and resources needed to meet their goals.
  • He is biased and openly favors some employees over others on his team.
  • She is skillful in communicating difficult decisions and messages to her team.
  • She creates chaos and miscommunication in her team by consistently communicating different messages to different reports.
  • You embody a “win together lose together” philosophy.
  • Your ability to reflect, plan and act is the key to your excellent performance.
  • He uses his seniority to try to dominate and/or intimidate reports.
  • He excels when working alone but has trouble working collaboratively with a team.
  • He consistently meets his deadlines and prioritizes top goal work.
  • She consistently focuses on lower-value work instead of high-lever activities.

Performance review phrases for employees:

  • Can you tell me more about what you mean?
  • I want to be sure I understand (your expectations).
  • Let me give you a little more context here.
  • What would it look like if I was performing at a top level?
  • What would I need to do to score higher on this?
  • Let’s discuss my goals and priorities for the the next quarter/year.
  • Is there a way to get more frequent feedback about my performance between evaluations?
  • How will I know if I’m on track between evaluations?

If you want to see a list of common skills you can comment on for your employees, check out this section .

What’s the purpose of a performance review?

At Venngage, our people are at the core of everything we do as a business—whether it’s developing new features on our tool, growing our international reach or meeting customer needs.

With a people-focus within our company, we are passionate about continuous learning and improvement, self-reflection, creating great customer experiences , owning our jobs, teamwork and making our office feel like a second home

It should come as no surprise that our leadership team spends a considerable amount of time at the end of each quarter conducting performance reviews with each of their direct reports.

presentation review sample

Here are some things we’ve learned about how to conduct effective performance reviews:

  • Make it clear at the beginning of a new hire’s employment how and when employees will be evaluated. This should be part of your onboarding process  and is especially important if you’re managing a remote team .
  • Allow employees to prepare for their review by completing a self-assessment prior to their appraisal, then allow the employee to walk their manager through the reasoning behind their self-assessment.
  • Deliver a positive and solution-focused message (whenever possible), this will result in a less discouraging message.

presentation review sample

To make the most of the actual review conversation with your employee, it’s important to avoid:

  • General, vague feedback; be specific on which behaviors you want your employee to continue, stop and explore.
  • Making it personal; feedback is about actions and behavior , not the person.
  • Loaded language; focus on asking what and how , not why . Enquiring why someone acted the way they did is akin to searching for a ‘motive’ and may come across as accusatory.

presentation review sample

Create a performance review strategy before writing an employee’s review

Having an employee-friendly performance review process can not only make or break the development of your employees and but also disrupt the relationship between managers and their reports.

That’s why it’s crucial to create a robust performance review strategy and employee evaluation form before implementation to ensure the process is both constructive, celebratory and effective. This will even help you in the future if you choose to write a letter of recommendation for the employee as you’ll have all his performance reviews to reference.

By considering the six steps above when writing a performance review, you’ll have completed the final step in executing an employee-friendly review process.

The satisfaction gained from an increase in employee engagement and people power will make the effort expended on administering performance reviews entirely worthwhile, and ensure you have more effective reviews moving forward.

Take notes of the effective performance review phrases you can use during any of review sessions, as well as creating a visually appealing assessment using Venngage performance review templates. It’s free to get started.

You might also like:

  • 10+ Employee Evaluation Templates to Sail Through Review Season
  • 21 Essential Human Resources Poster Examples
  • How to Write an Effective Incident Report [Templates]

March 4, 2024

Everything to Know About OpenAI’s New Text-to-Video Generator, Sora

A machine-learning tool that transforms text prompts into detailed video has generated excitement—and skepticism

By Lauren Leffer

A person holding a smart phone playing video generated by Sora AI of a woman walking down a city street at night

NurPhoto/Getty Images

At first glance, the clip looks like footage from a music video or an ad for a stylish car: a woman in sunglasses strides down a city street at night, surrounded by pedestrians and brightly lit signs. Her dress and gold hoop earrings sway with each step. But it’s not a recording for a TV spot or music video. In fact, it’s not footage of anything real. Beyond the screen, the woman doesn’t exist, and neither does the street.

Everything in the video was created by OpenAI’s new text-to-video tool, Sora, the latest generative artificial intelligence (GAI) widget from the company behind Dall-E and ChatGPT. Give Sora a simple still image or a brief written prompt and it can produce up to a minute of startlingly realistic video—in what has been described as the time it takes to go out for a burrito .

OpenAI announced Sora on February 15 but hasn’t yet released it to the public. The company says it’s currently limiting access to a select group of artists and “red-team” hackers who are testing the generator for beneficial uses and harmful applications, respectively. But OpenAI has shared a few dozen sample videos generated by the new tool in an announcement blog post, a brief technical report and CEO and founder Sam Altman’s profile on X (formerly Twitter).

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In terms of the duration and realism of its output, Sora represents the latest in what’s possible in AI-generated video. “[My colleagues and I] are very surprised to see the level of quality shown by Sora,” says Jeong Joon Park , an assistant professor of electrical engineering and computer science at University of Michigan. Park develops generative three-dimensional modeling techniques using machine-learning methods. Seven months ago Park had told Scientific American that he thought AI models capable of producing photorealistic video from text alone were far-off, requiring a major technological leap. “I didn’t expect video generators to improve this fast, and the quality of Sora completely exceeded my expectations,” he says now. He’s not alone.

Ruslan Salakhutdinov , a computer science professor at Carnegie Mellon University, was also “a bit surprised” by Sora’s quality and capabilities. Salakhutdinov has previously developed other methods of machine-learning-based video generation. Sora, he says, is “certainly pretty impressive.”

Sora’s emergence signals just how rapidly certain AI advances are being made, fueled by billions of dollars in investment—and this breakneck pace is also accelerating concerns about societal consequences. Sora and similar tools threaten millions of people’s livelihoods in many creative fields. And they loom as probable amplifiers of digital disinformation .

What Sora Can Do

Sora generates videos up to 60 seconds long, and OpenAI says users can extend that by asking the tool to create additional clips in sequence. This is no mean feat; previous GAI tools have struggled to maintain consistency between video frames, let alone between prompts. But despite its capabilities, Sora does not represent a significant leap in machine-learning technique as such. “Their algorithm is almost identical to existing methods. They just scaled it up on larger data and models,” Park says. It’s “not necessarily novel,” Salakhutdinov agrees. “It’s a brute-force approach.”

In basic terms, Sora is a very large computer program trained to associate text captions with corresponding video content. More technically, Sora is a diffusion model (like many other image-generating AI tools), with a transformer encoding system resembling ChatGPT’s. Using an iterative process of removing visual noise from video clips, developers trained Sora to produce outputs from text prompts. The main difference between Sora and an image generator is that instead of encoding text into still pixels, it translates words into temporal-spatial blocks that, together, compose a complete clip. Google’s Lumiere and many other models work in a similar way.

OpenAI hasn’t released much information about Sora’s development or training, and the company declined to respond to most of Scientific American’s questions. But experts including Park and Salakhutdinov agree the model’s capabilities result from massive amounts of training data and many billions of program parameters running on lots of computing power . OpenAI says it relied on licensed and publicly available video content for training; some computer scientists speculate that OpenAI may have also used synthetic data generated by video game design programs such as Unreal Engine. Salakhutdinov agrees that that’s likely, based on the unusually smooth appearance of the output and on some of the generated “camera” angles. This resemblance to video games’ artificiality is just one reason why Sora, though “remarkable,” is far from perfect, he says.

A closer inspection of the video of the woman walking reveals that certain details are off. The bottom of her dress moves a little too stiffly for fabric, and the camera pans feel uncannily smooth. In a cut to close-up, the dress has a splotchy pattern that wasn’t there before. A necklace is missing in some shots, the fasteners on the leather jacket’s lapels have moved and the jacket itself has grown longer. These sorts of inconsistencies pop up throughout the videos OpenAI has shared so far, even though many of these have likely been cherry-picked to cultivate hype. In some clips, entire people or furniture items disappear or suddenly multiply within a scene.

Possibilities and Peril

If AI video progresses the same way image generation has, all these flaws will soon become much less common and much harder to spot, says Hany Farid , a computer science professor at the University of California, Berkeley, who is enthusiastic about Sora and other text-to-video tools. He sees the potential for “really cool applications” that allow creators to tap into their imagination more easily. Such technology could also lower the barrier to entry for filmmaking and other often-expensive artistic endeavors, he adds.

This is “something we have been dreaming of, as AI researchers,” says Siwei Lyu, a computer science professor at the University at Buffalo. “It’s a great achievement, scientifically.”

But where computer scientists might see accomplishment and potential, many artists are likely to see theft . Sora, like its image-producing precursors, almost certainly contains some copyrighted material within its trove of training data. And it’s liable to replicate or closely mimic those copyrighted works and present them as its own original, generated content. Brian Merchant, technology journalist and author of the book Blood in the Machine , has identified at least one instance where a Sora clip appears to be very similar to a video likely contained within its training dataset. In both videos, a striking blue bird with a feathered head crest and red eyes turns in profile against a green, leafy background.

And then, of course, there are the broader fears of a future where fact becomes increasingly hard to separate from fiction.

Fuel for the Fake-News Fire

Through his work in detecting deepfakes , Farid is keenly aware of how generative AI can be used for nefarious ends. As with every new quick and simple content-generation tool, Sora is poised to further escalate the persistent problem of online misinformation and disinformation. Currently, making fake videos involves working with a combination of AI alterations and real footage. Text-to-video platforms eliminate a user’s need for source material, accelerating and expanding potential abuses. Tools such as Sora may be “an amplifying factor” for harmful content that includes deepfake pornography and political propaganda , Farid warns.

Lyu, who is also a digital forensics expert, has concerns too—particularly for the casual social media user who might scroll by a short clip and absorb it without careful analysis. “For unaware users, AI-generated videos will be very deceptive,” he warns. And new analysis tools will be required to suss out fake content. Lyu and his colleagues tried out some existing detection algorithms on Sora’s videos, and he says that “it didn’t work very well.” Such tools were only slightly better than chance at recognizing Sora’s videos as AI-generated.

OpenAI says that it’s making steps to make Sora safer, including the platform’s measured release as well as internal testing, content guardrails and the use of a protocol known as the Coalition for Content Provenance and Authenticity (C2PA) standard , which uses metadata to make it easier to tell where a piece of content originates. Farid and Lyu both agree that these steps are important but that they’re not enough to prevent all potential harms. For every safety feature, they say, there is also a work-around .

Unreality’s Reality Check

Yet disinformation exists beyond Sora, and tackling that problem is ultimately a social question, not a technical one, says Irene Pasquetto , an assistant professor at the University of Maryland researching misinformation and disinformation. She warns that overstating Sora’s risks or possible harms can easily contribute to the cloud of hype around AI. Companies have a financial incentive to promote ideas of how powerful their models are, Pasquetto adds—even if some people believe that these products pose existential threats to society.

It’s important, she says, to keep the harms in context and to focus on root causes: although Sora makes it easier and quicker to produce short videos—currently the dominant content on social media—it doesn’t, in itself, pose a new problem. There are already numerous ways to manipulate online videos. Even posting a real recording with the wrong caption can lead to new conspiracy theories, Pasquetto says.

While Pasquetto notes that social, legislative and educational solutions are necessary to stanch the flow of harmful online content, she acknowledges that there’s no quick fix. In the meantime, be aware that objects, places and people in videos may be less real than they appear.

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Top 5 Product Review Templates with Examples and Samples

Top 5 Product Review Templates with Examples and Samples

Aditya Chakraborty

author-user

Do you want to collect insights into a new product before its launch? Are you desirous of eliminating flaws in the product before releasing it to the market? 

Yes, it is possible to do both using the business management tool of product reviews. A product review is meant to collect vital information and answer specific questions related to brands before the final public launch. 

Indulging in this practical, pragmatic exercise helps eliminate concerns or fault lines regarding the product with proven review techniques or steps.

A product review template ensures you can protect your brand identity; the carefully-prepared document also assists in 

making changes based on the contents of the product review. 

POWERING PRODUCT LAUNCH AND RE-LAUNCH 

Organizations need to decide on product review techniques that deliver the correct perspective. 

Using product review templates is the perfect answer to this pain point and problem that major business brands confront frequently. 

The benefits of selecting product review templates are: 

  • Collection of valuable insight to improve product outcomes 
  • Evaluation of collected data or information to make improvements
  • Enhanced transparency levels in product output 
  • Improvement in sales & conversion data 
  • Saves time and money in the overall improvement of product quality 

The product review templates work as the blueprint to improve the development & positioning of products. It is a crucial step for both new & existing products to update their unique features. Collect feedback from respective teams to develop a workable solution for relevant results. 

We, at SlideTeam, have curated best-in-class, expert-level product review templates in PPT to help enterprises conduct regular product reviews by filling in the data on our presentation templates. 

Use our templates to prepare for product review meetings and develop the structure for successful presentations. 

Each of the templates is 100% editable and customizable. The content-ready nature means you are provided the much-need structure, while the editability feature allows you to customize it to your audience's needs and tastes.

Let us take a tour of these templates now!

Template 1: New Product Review PPT Presentation Slides

The product review template includes parameters to analyze product performance. It contains slides like New Product Portfolio Management, Product Performance, Strategic Opportunity Matrix, Product Analysis, Category Analysis, Porter's Five Forces Model, graphs & pie charts, and others. 

If you need just the basics, here are the world's best one-page product review tracking and sales sheet templates for easy follow-up. Click here to access these 15 examples of structuring your product reviews. 

The detailed analysis of the product includes an evaluation of strengths, weaknesses, features, and benefits. The PPT sidles are designed to approach product review activities with purpose and flair.

NEW PRODUCT Review

Download Now!

Template 2: Product Review Using Harvey Balls PPT

The Harvey Balls PPT is a credible way to evaluate relevant changes in product overhaul. The three-stage procedure for using PPT includes Harvey Balls, Booz Balls, & Pie Charts comparison, and it is a significant fixture in the auto industry. The list of specifications in the template includes – Engine Major, Transmission Major, Electrical System, Climate System, Audio System, Body Hardware, Drive System, Engine Cooling, and others. It includes using editable icons or options to fit product review tasks' representation of the automobile sector.

Product Review Using Harvey Balls PPT

Template 3: Onboarding Process with Interaction Product Review Usage Check-in and Success

This presentation template follows a 5-step procedure – First Interaction, Product Review, Product Usage, Check-In, and Initial Success to explain how the process of product review proceeds. Use the editable icons to represent the best details related to product evaluation & reviews. The success of product review depends hugely on the correct analysis of product data and ensuring optimal outcomes for final products.

On Boarding Process with Interaction Product Review Usage...

Template 4: Product Review at Online Store

This product review presentation template ensures the promotion of the best steps at online stores. Collect the correct details from customers and ensure that the right steps are taken to fit the product to the market's demands. Follow the four-stage process with pointers like Online Store, Cash Card, and Payment Card. Plan the replacement of editable icons that suits the product review presentation needs and is used across industries.

Product Review

Template 5: Pharma Annual Product Review Report Template PDF PPT Document Report Template

The A4 size template is designed for medical or pharma product review. It saves time developing presentations relating to the latest product updates & improvements. The slides contain details on operational overview, trends in the industry, the financial performance of the company, revenue splits, annual review data on crucial products, ratings of the pharma brand's essential products, annual checking procedure of product quality, quality assurance reviews, risk management, and others. Consolidated statements of earnings and cash flows are part of the template to ensure businesses are aware of the cost of product reviews. Use this template to prepare a summary of the annual product review report of the pharma sector as well.

Pharma Annual

MANAGE YOUR PROJECTS SECURELY

Running a business depends on the reputation of products or brands with convenient features. Present the product to investors and consumers with specific changes in the material after review. Solve the market requirements by investing time & resources in improving material. 

Develop a persuasive presentation with desirable slides presented by Slide Team. You can select the kind of improvements in your product fitting the project's requirements. The right type of plans will result in the creation of market-friendly products within budget & quality. 

FAQs on Product Reviews

How do i write a product review.

Product reviews are essential to making the right changes in the final material and creating a planned result that fits the budget. The product review presentation will ensure top insights into the business procedures and delivers quality output. The preparation of specific templates needs to cover varied aspects for changes in the material. Write the product review based on the condition of the materials efficiently. Leverage the reports to ensure the use of products across the market. Consider the organization's demand to collect reviews for the right decisions. 

What should I say in the product review ?

Mention the specific information in the review area so stakeholders or business managers can make the right decisions. Check the reviews presented by other individuals in the forum. Taking the correct, early call on suitable product improvements will result in optimal outcomes. Then, based on the product review, ensure that you provide the right details to professionals so that they can introduce the desired changes in the final release. Confirm the reviews others post in the forums and assist the organization in incorporating the correct assessments.

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Google Reviews

Apple unveils the new 13- and 15‑inch MacBook Air with the powerful M3 chip

Two new MacBook Air devices are shown folded and angled from the side.

Blazing-Fast Performance with M3

Final Cut Pro, Stage Manager, and Pixelmator are shown on the new MacBook Air.

  • Game titles like No Man’s Sky run up to 60 percent faster than the 13-inch MacBook Air with the M1 chip. 1
  • Enhancing an image with AI using Photomator’s Super Resolution feature is up to 40 percent faster than the 13-inch model with the M1 chip, and up to 15x faster for customers who haven’t upgraded to a Mac with Apple silicon. 1
  • Working in Excel spreadsheets is up to 35 percent faster than the 13-inch model with the M1 chip, and up to 3x faster for customers who haven’t upgraded to a Mac with Apple silicon. 1
  • Video editing in Final Cut Pro is up to 60 percent faster than the 13-inch model with the M1 chip, and up to 13x faster for customers who haven’t upgraded to a Mac with Apple silicon. 1
  • Compared to a PC laptop with an Intel Core i7 processor, MacBook Air delivers up to 2x faster performance, up to 50 percent faster web browsing, and up to 40 percent longer battery life. 1

Excel and Slack are shown on the new MacBook Air.

World’s Best Consumer Laptop for AI

World’s Most Popular Laptop

  • Two perfect sizes in a super-portable design : With a durable aluminum enclosure that’s built to last, the 13- and 15‑inch MacBook Air have fantastic battery life, are incredibly light, and are less than half an inch thin, so users can work, play, or create from anywhere. The 13-inch model provides the ultimate in portability, while the 15-inch model offers even more screen real estate for multitasking. There’s a perfect size for everyone, from students on the go to business professionals who prefer a larger screen.
  • Gorgeous Liquid Retina display : MacBook Air features a brilliant 13.6- or 15.3-inch Liquid Retina display with up to 500 nits of brightness, support for 1 billion colors, and up to 2x the resolution of comparable PC laptops. Content looks vivid with sharp detail, and text appears super crisp.
  • Support for up to two external displays : MacBook Air with M3 now supports up to two external displays when the laptop lid is closed — perfect for business users, or anyone who requires multiple displays for multitasking across apps or spreading out documents at the same time.
  • Versatile connectivity : MacBook Air with M3 features Wi-Fi 6E, which delivers download speeds that are up to twice as fast as the previous generation. It also includes MagSafe charging and two Thunderbolt ports for connecting accessories, along with a 3.5mm headphone jack.
  • Camera, mics, and speakers : With a 1080p FaceTime HD camera, users will look their best whether they’re connecting with friends and family, or collaborating with coworkers around the world. Users will also sound their best with a three-mic array and enhanced voice clarity on audio and video calls. MacBook Air features an immersive sound system with support for Spatial Audio along with Dolby Atmos, so users can enjoy three-dimensional soundstages for music and movies.
  • Magic Keyboard and Touch ID : The comfortable and quiet backlit Magic Keyboard comes with a full-height function row with Touch ID, giving users a fast, easy, and secure way to unlock their Mac; sign in to apps and websites; and make purchases with Apple Pay — all with the touch of a finger.

Colorful graphics are shown on two new MacBook Air devices.

The Magic of macOS

  • macOS Sonoma : Users can now place widgets right on the desktop, interact with them with just a click, and even access the extensive ecosystem of iPhone widgets on MacBook Air. Video conferencing gets more engaging with great features like Presenter Overlay and Reactions. Profiles in Safari keep browsing separate between multiple topics or projects, while web apps provide faster access to favorite websites. And gaming gets even better with Game Mode.
  • Enhanced productivity : All users, including business professionals, can take advantage of the expansive display on MacBook Air with Split View, or spread out across screens with support for up to two external displays. Features like Stage Manager also help users like students focus on the task in front of them.
  • Better with iPhone : With Continuity, MacBook Air works seamlessly across iPhone and other Apple devices. Features like AirDrop allow users to share and receive photos, documents, and more across nearby Apple devices. Universal Clipboard lets users easily copy images, video, or text from an app on one Apple device, and effortlessly paste them into another app on a nearby Mac. Continuity Camera makes it easy for users to scan or take a picture of something nearby with their iPhone and have it appear instantly on their Mac. And Handoff lets them start a task like answering an email on one Apple device and easily finish it on another.
  • Wide array of apps : MacBook Air comes with powerful apps built in, including FaceTime, Freeform, iMovie, GarageBand, and Photos, as well as productivity apps including Pages, Numbers, and Keynote, making it easy for users to create amazing work. And with thousands of apps optimized for Apple silicon, all of users’ go-to apps run incredibly fast in macOS — including Microsoft 365 and many of their favorite iOS apps.

A person wearing headphones plays a game on the new MacBook Air.

Better for the Environment

  • Customers can order the new MacBook Air with M3 starting Monday, March 4, on apple.com/store and in the Apple Store app in 28 countries and regions, including the U.S. It will begin arriving to customers, and will be in Apple Store locations and Apple Authorized Resellers, starting Friday, March 8.
  • The 13-inch MacBook Air with M3 starts at $1,099 (U.S.) and $999 (U.S.) for education, and the 15‑inch MacBook Air with M3 starts at $1,299 (U.S.) and $1,199 (U.S.) for education. Both are available in midnight, starlight, silver, and space gray.
  • The 13-inch MacBook Air with M2, available in midnight, starlight, silver, and space gray, now starts at $999 (U.S.) and $899 (U.S.) for education.
  • Additional technical specifications, configure-to-order options, and accessories are available at apple.com/mac .
  • With Apple Trade In, customers can trade in their current computer and get credit toward a new Mac. Customers can visit apple.com/shop/trade-in to see what their device is worth.
  • When customers shop at Apple using Apple Card, they can pay monthly at 0 percent APR for their new MacBook Air when they choose to check out with Apple Card Monthly Installments, and they’ll get 3 percent Daily Cash back — all upfront.
  • Every customer who buys a Mac from their Apple Store can enjoy a free Online Personal Session with an Apple Specialist, get their product set up — including help with data transfer — and receive guidance on how to get the most out of their new Mac.

Text of this article

March 4, 2024

PRESS RELEASE

The world’s most popular laptop is better than ever with even more performance, faster Wi-Fi, and support for up to two external displays — all in its strikingly thin and light design with up to 18 hours of battery life

CUPERTINO, CALIFORNIA Apple today announced the new MacBook Air with the powerful M3 chip, taking its incredible combination of power-efficient performance and portability to a new level. With M3, MacBook Air is up to 60 percent faster than the model with the M1 chip and up to 13x faster than the fastest Intel-based MacBook Air. 1 And with a faster and more efficient Neural Engine in M3, MacBook Air continues to be the world’s best consumer laptop for AI. The 13- and 15-inch MacBook Air both feature a strikingly thin and light design, up to 18 hours of battery life, 1 a stunning Liquid Retina display, and new capabilities, including support for up to two external displays and up to 2x faster Wi-Fi than the previous generation. With its durable aluminum unibody enclosure that’s built to last, the new MacBook Air is available in four gorgeous colors: midnight, which features a breakthrough anodization seal to reduce fingerprints; starlight; space gray; and silver. Combined with its world-class camera, mics, and speakers; MagSafe charging; its silent, fanless design; and macOS, MacBook Air delivers an unrivaled experience — making the 13-inch model the world’s bestselling laptop and the 15-inch model the world’s bestselling 15-inch laptop. Customers can order starting today, with availability beginning Friday, March 8.

“MacBook Air is our most popular and loved Mac, with more customers choosing it over any other laptop. And today it gets even better with the M3 chip and new capabilities,” said Greg Joswiak, Apple’s senior vice president of Worldwide Marketing. “From college students pursuing their degrees, to business users who need powerful productivity, or anyone who simply wants the unmatched combination of performance, portability, and industry-leading battery life, all in a fanless design, the new MacBook Air continues to be the world’s best thin and light laptop.”

Built using industry-leading 3-nanometer technology, the M3 chip brings even faster performance and more capabilities to MacBook Air. Featuring a powerful 8-core CPU, up to a 10-core GPU, and support for up to 24GB of unified memory, the new MacBook Air is up to 60 percent faster than the model with M1 and up to 13x faster than the fastest Intel-based MacBook Air. 1 It also features up to 18 hours of battery life, which is up to six hours longer than an Intel-based MacBook Air. 1 Users will feel the blazing speed of M3 in everything they do, from everyday productivity, to demanding tasks like photo and video editing, and software development. And with the next-generation GPU of M3, the new MacBook Air supports hardware-accelerated mesh shading and ray tracing, offering more accurate lighting, reflections, and shadows for extremely realistic gaming experiences. It also includes the latest media engine with support for AV1 decode, providing more efficient and higher-quality video experiences from streaming services.

M3 takes MacBook Air performance even further:

With the transition to Apple silicon, every Mac is a great platform for AI. M3 includes a faster and more efficient 16-core Neural Engine, along with accelerators in the CPU and GPU to boost on-device machine learning, making MacBook Air the world’s best consumer laptop for AI. Leveraging this incredible AI performance, macOS delivers intelligent features that enhance productivity and creativity, so users can enable powerful camera features, real-time speech to text, translation, text predictions, visual understanding, accessibility features, and much more.

With a broad ecosystem of apps that deliver advanced AI features, users can do everything from checking their homework with AI Math Assistance in Goodnotes 6, to automatically enhancing photos in Pixelmator Pro, to removing background noise from a video using CapCut. Combined with the unified memory architecture of Apple silicon, MacBook Air can also run optimized AI models, including large language models (LLMs) and diffusion models for image generation locally with great performance. In addition to on-device performance, MacBook Air supports cloud-based solutions, enabling users to run powerful productivity and creative apps that tap into the power of AI, such as Microsoft Copilot for Microsoft 365, Canva, and Adobe Firefly.

More people choose MacBook Air over any other laptop, and M3 raises the bar yet again with its phenomenal combination of performance, portability, and capabilities users love:

Together with macOS, the MacBook Air experience is unrivaled:

The new MacBook Air is the first Apple product to be made with 50 percent recycled content, including 100 percent recycled aluminum in the enclosure, 100 percent recycled rare earth elements in all magnets and, in another first for Apple, 100 percent recycled copper in the main logic board. MacBook Air meets Apple’s high standards for energy efficiency, and is free of mercury, brominated flame retardants, and PVC. The packaging is 99 percent fiber-based, bringing Apple closer to its goal to remove plastic from all packaging by 2025.

Today, Apple is carbon neutral for global corporate operations, and by 2030, plans to be carbon neutral across the entire manufacturing supply chain and the life cycle of every product.

Pricing and Availability

  • Testing was conducted by Apple in January 2024. See apple.com/macbook-air for more information.

Press Contacts

Starlayne Meza

[email protected]

Lizette Viviana Du Pond

[email protected]

Apple Media Helpline

[email protected]

Images in this article

COMMENTS

  1. 30 Presentation Feedback Examples

    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.

  2. Giving effective feedback on presentations #2

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  4. How to Give Effective Presentation Feedback

    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 ...

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  9. PowerPoint: Reviewing Presentations

    Select the text or object (or click the area of the slide) where you want the comment to appear. Go to the Review tab, then click the New Comment command. The Comments pane will appear. In our example, it contains an existing comment by another review ( Javier ), plus a space for your comment. Type your comment in the box, then press Enter or ...

  10. Performance Review Presentation: A Comprehensive Guide

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  11. Presentation Skills: 40 Useful Performance Feedback Phrases

    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 ...

  12. Peer Review Templates

    The following templates propose criteria your students can use to assess their peers' work and to provide constructive open-ended feedback. Ideally, these criteria will reflect how you intend to grade. We have focused on two types of assignments: a writing-intensive assignment and a class presentation. Framing negatives as actionable ways the st...

  13. How to Write a Peer Review

    Here's how your outline might look: 1. Summary of the research and your overall impression. In your own words, summarize what the manuscript claims to report. This shows the editor how you interpreted the manuscript and will highlight any major differences in perspective between you and the other reviewers. Give an overview of the manuscript ...

  14. Peer Review Examples (+14 Phrases to Use)

    Peer review feedback is a form of evaluative feedback that benefits both the person being reviewed and the reviewer. Unlike typical methods, this type of feedback focuses on strengths as well as areas for improvement. It may seem challenging at first, but it gets easier with practice! This article will go over some examples of what makes good peer review feedback, along with tips on giving it ...

  15. End Of Year Review Template

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  17. Top 10 Monthly Business Review Templates with Samples and Examples

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  18. 10 Best Literature Review Templates for Scholars and ...

    Template 1: Literature Review PPT Template. This literature review design is a perfect tool for any student looking to present a summary and critique of knowledge on their research statement. Using this layout, you can discuss theoretical and methodological contributions in the related field.

  19. Positive review examples + response templates I Birdeye

    Example 1: Be creative and personal. Chef John Howie uses YouTube to respond to reviews of his restaurant, Seastar Seafood Restaurant, and Raw Bar, in a creative and personable way. This type of review response is advantageous for a few reasons. First, by posting these videos, Chef Howie reaches a broader audience.

  20. Share your best prompts

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  21. 20 Annual Review Templates & Examples for Year-End Reviews

    It features high-quality icons and data widgets to represent employee ratings. This visual annual review template is a great pick for all business types — simply add your company logos, images, colors and fonts to this template to make it your own. 11. Team Leader Annual Review Template.

  22. 21 Performance Review Examples and Useful Phrases

    2. Don't make it personal. Feedback is about actions and behavior, not the person. When writing a performance review, it helps to take a look at the issue (s) you've included and ensure that they apply to actions and behavior of the employee rather than the personal attributes of said employee.

  23. Top 10 Sales Review Templates with Samples and Examples

    Template 7: Quarterly Sales Summary Review PPT. Sales are crucial for lead conversions, customer retention and business growth and regular reviews ensure that sales performance stays on an even, upward-moving keel. Use our professional PPT Template to discuss previous quarter's performance with the team.

  24. Business Review PowerPoint Presentation

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  25. Sora Is OpenAI's New Text-to-Video Generator. Here's What You Need to

    But OpenAI has shared a few dozen sample videos generated by the new tool in an announcement blog post, a brief technical report and CEO and founder Sam Altman's profile on X (formerly Twitter).

  26. Top 5 Product Review Templates with Examples and Samples

    Template 4: Product Review at Online Store. This product review presentation template ensures the promotion of the best steps at online stores. Collect the correct details from customers and ensure that the right steps are taken to fit the product to the market's demands. Follow the four-stage process with pointers like Online Store, Cash Card ...

  27. Apple unveils the new 13- and 15-inch MacBook Air with the powerful M3

    Built using industry-leading 3-nanometer technology, the M3 chip brings even faster performance and more capabilities to MacBook Air. Featuring a powerful 8-core CPU, up to a 10-core GPU, and support for up to 24GB of unified memory, the new MacBook Air is up to 60 percent faster than the model with M1 and up to 13x faster than the fastest Intel-based MacBook Air. 1 It also features up to 18 ...