Manager performance review examples

Here are manager performance review examples organized by key competencies, along with sample feedback phrases, strengths, areas for improvement, and best practices to structure effective evaluations:

Manager performance review examples

All examples explained step by step below are;

1. Leadership & Team Management

Positive Feedback Examples:

• “Consistently motivates the team to exceed goals by fostering a collaborative environment.”
• “Effectively delegates tasks based on team members’ strengths, resulting in a 20% increase in productivity.”
• “Leads by example, maintaining high ethical standards and accountability.”

Areas for Improvement:

• “Could improve cross-departmental collaboration to break down silos.”
• “Needs to provide clearer direction during high-pressure projects to reduce confusion.”
• “Should invest more time in mentoring junior employees to build leadership pipelines.”

2. Communication Skills

Positive Feedback Examples:

• Maintains open lines of communication, ensuring the team is aligned with company goals.
• “Excels at delivering constructive feedback, which has improved team performance.”
• “Proactively communicates updates to stakeholders, minimizing misunderstandings.”

Areas for Improvement:

• “Occasionally delays sharing critical information, leading to last-minute adjustments.”
• “Could tailor communication styles to better resonate with diverse team members.”

3. Decision-Making & Problem-Solving

Positive Feedback Examples:

• “Makes data-driven decisions that align with strategic objectives.”
• “Resolves conflicts swiftly and fairly, maintaining team morale.”
• “Identifies risks early and develops contingency plans, reducing project delays.”

Areas for Improvement:

• “Sometimes over-relies on past experiences; could incorporate more innovative approaches.”
• Needs to involve the team more in decision-making to build buy-in.

4. Results & Accountability

Positive Feedback Examples:

• Exceeded Q3 sales targets by 15% through effective resource allocation.
• Holds the team accountable while providing the support needed to succeed.
• “Consistently meets deadlines, even in resource-constrained environments.”

Areas for Improvement:

• “Should focus more on long-term strategic goals rather than short-term wins.”
• “Occasionally prioritizes speed over quality, leading to rework.”

5. Employee Development

Positive Feedback Examples:

• “Implemented a mentorship program that reduced turnover by 25%.”
• “Regularly identifies skill gaps and organizes training to address them.”
• “Encourages team members to pursue stretch assignments, boosting engagement.”

Areas for Improvement:

• “Needs to set clearer development goals during one-on-ones.”
• “Could improve recognition of individual achievements to boost morale.”

Sample Manager Performance Review Summary

Strengths:

• Demonstrated exceptional leadership during the merger, ensuring minimal disruption to operations.
• Improved team productivity by 30% through process optimization.
• Built strong relationships with key clients, resulting in a 10% revenue increase.

Areas for Growth:

• Develop conflict-resolution skills to address team disagreements more effectively.
• Enhance delegation to avoid burnout and empower direct reports.
• Align team goals more closely with the company’s long-term vision.

Goals for Next Cycle:

• Reduce departmental turnover by 15% through improved engagement initiatives.
• Complete a leadership development program to refine strategic planning skills.
• Implement a quarterly cross-functional collaboration workshop.

Best Practices for Writing Manager Reviews

1. Use the SBI Model: Describe the Situation, Behavior, and Impact of actions (e.g., “During the product launch [Situation], you reallocated resources swiftly [Behavior], which ensured on-time delivery [Impact]”).
2. Balance Positives and Constructive Feedback: Avoid overly harsh or vague critiques.
3. Link Feedback to Business Goals: Show how their performance affects organizational outcomes.
4. Include Peer/Team Input: Use 360-degree feedback for a holistic view.
5. Focus on Development: Frame areas for improvement as growth opportunities.

Phrases to Avoid

• ❌ “You need to try harder.”
• ❌ “Your team is underperforming because of you.”
• ❌ “You’re too emotional.”

Instead, use actionable language:

• ✅ “Let’s explore time-management strategies to prioritize high-impact tasks.”
• ✅ “How can we better support your team in meeting deadlines?”

Example Rating Scale (1–5)

• 5 = Exceeds Expectations: “Consistently innovates and drives exceptional results.”
• 3 = Meets Expectations: “Reliable but has room to grow in strategic thinking.”
• 1 = Needs Improvement: “Struggles with core responsibilities; requires immediate development.”

By tailoring feedback to specific competencies and behaviors, you’ll create meaningful reviews that drive growth and accountability. For more examples, let me know if you’d like role-specific scenarios (e.g., project managers, sales managers)!