"Writing annual performance review for software engineer Sarah Chen who's been on my team for 2 years, she's senior level developer, technically excellent consistently delivering high-quality code, led migration of authentication system which was complex 3-month project completed ahead of schedule, great at code reviews providing constructive feedback, mentors junior developers effectively, areas for improvement include communication during standups where she sometimes assumes everyone has her context knowledge, occasionally over-engineers solutions when simpler approach would work, also want to address that she's ready for promotion to staff engineer level if she takes on more cross-team initiatives and technical strategy work, overall performance rating is exceeds expectations, setting goals for next year around leadership and architecture decisions."

"Need to complete mid-year evaluation for sales rep Marcus who joined our B2B SaaS team 8 months ago, he's exceeded his quarterly quota by 18% which is impressive for new hire, great at building relationships with prospects and understanding their pain points, customers really respond to his authentic consultative approach rather than pushy sales tactics, areas needing development include better pipeline forecasting his numbers have been unpredictable, improving follow-through on administrative tasks like updating CRM in timely manner, sometimes loses deals by not involving technical team early enough in sales process, for second half year want him focused on upselling existing accounts and refining discovery questions, overall on track for strong first year."

"Writing feedback for team lead Jennifer who manages 6 product designers, she's phenomenal at design craft and her team's work quality is consistently high, creates supportive environment where designers feel safe taking creative risks, excellent at stakeholder management keeping engineering and product teams aligned, proactively identifies potential issues before they become problems, however she struggles with difficult conversations avoiding conflict when designers miss deadlines or produce subpar work, needs to provide more direct critical feedback rather than softening everything, also takes on too much herself rather than delegating, in coming quarter want her to focus on having courageous conversations and empowering her team to own their work, considering her for senior manager role if she develops these skills."