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How To Write a Manager Performance Review? (with Examples)

What is Manager Performance Review Feedback?

  • Manager performance review feedback is a tool that can be used to assess the effectiveness of a manager in their role. Performance review process typically involves providing detailed feedback on a manager’s performance, including their strengths and weaknesses. The appraisal process typically begins with a comprehensive evaluation of each manager’s current performance level, followed by feedback from both their direct supervisor and other team members. This feedback can then be used to create actionable steps for improving performance, as well as to recognize areas of excellence.

If you’re a manager and asking “What to write in a performance review as a manager?” check these articles: How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback) and 2000+ Performance Review Phrases: The Complete List

For employees writing a performance review for their managers, the article below is tailored to provide practical advice and examples. These performance review examples can also be used to provide managers with tools for self evaluation and serve as a guidance for managers and supervisors in developing their own goals and objectives.

Part 1

How to write a performance review for a manager or supervisor?

When writing a performance review for a manager or a supervisor, it is important to focus on specific examples of their performance and provide constructive feedback. It can be helpful to have a list of performance review phrases and examples to draw from when providing feedback. This can help ensure that the review is clear and thorough, and will allow the manager to understand how their job performance is seen by others.

Here are a few tips:

1. Be objective and tactful.
2. You can use specific examples of behavior to reflect the manager’s contributions and achievements.
3. Be concise and to the point.

See also:
169 Leadership Performance Review Examples for Management Style, Planning, Supervision

Part 2

What to write in a performance review for a manager?

  • Discuss strengths

    Discuss the manager’s strengths and level of expertise and how they have contributed to their success in the role.

  • Identify areas of improvement

    Identify areas where the manager could improve their performance. You can also provide some specific examples of how this could be done.

To craft your performance review, think about your manager’s strengths and weaknesses, and consider providing constructive feedback for the following competencies:

  1. Leadership skills

    Leadership skills are essential for a successful manager. Being able to effectively lead their team is one of the most important aspects of any managerial role. Leadership involves not just motivating team members, but also having an understanding of what tasks need to be completed and being able to effectively delegate responsibilities. Good leadership skills also involve a good working relationship with other managers and colleagues in order to ensure smooth communication within the organization.

  2. Mentorship skills

    Mentorship skills and willingness to help are essential components of successful management. A good manager is not only responsible for the performance of their team, but also for nurturing and developing employees through effective mentorship.

    Effective mentors will take the time to listen and understand the perspectives of their coworkers before offering advice. Successful mentors will work with individuals one-on-one so that each person receives personalized attention and feedback tailored specifically towards their needs.

    A great manager should be able to provide constructive advice and support in order to help their team members reach their full potential, and foster an environment where peers feel comfortable sharing ideas and asking for guidance. By developing strong mentorship skills, leaders can create an atmosphere that encourages collaboration and growth for all members of the team.

  3. Goal setting skills

    Setting goals is an important part of being a successful manager. Goals should be set realistically, with timely milestones that employees can focus on. A manager’s ability to set effective goals helps their team prioritize tasks, stay motivated, and measure progress. Highly successful managers know how to not only effectively set goals for themselves and their teams but also how to create an environment where everyone feels encouraged to set individual goals as well. Effective goal setting skills also extend beyond simply establishing targets; it includes providing employees with tools and resources they need in order to achieve them.

  4. Collaboration and teamwork

    Collaboration and teamwork competencies include strong communication skills, understanding how to motivate and inspire others, and having the ability to give meaningful feedback. Additionally, leaders must have an open mind-set and willingness to help their team members.

  5. Initiative

    Initiative is a key component of any successful leader. A manager must have the ability to take initiative and managers who are willing to take initiative are not only more likely to be seen as a competent leader, but they also have higher overall job satisfaction rates. By developing their initiative skills, managers can increase their effectiveness as a leader within their organization.

Other important competencies for a manager are: problem solving, innovation, punctuality, attitude, communication skills in the workplace; creativity as well as the ability to seek different perspectives and creative solutions from their colleagues; innovation (willingness to experiment to drive results), time management skills.

Part 3

What are some examples of positive and negative feedback for managers?

Examples of positive feedback for a manager:

✓ He is a good manager and he leads his team to perform their assignments well.

✓ We are impressed with his willingness to give instructions.

✓ His attitude is an asset to his management skills. He continually builds people up. He deals with difficult situations with incredible posture, and focuses on the positives.

✓ He demonstrates good organizational and planning skills.

✓ He successfully organizes and gives direction, guidance and feedback to his subordinates and colleagues.

✓ He creates an atmosphere in which creativity and innovation is both rewarded and encouraged.

✓ He is a servant-leader, who is always willing to help his team.

✓ He gives structure, feedback and direction to his team.

✓ He consistently recognizes his team for a job well done.

✓ He actively listens to his team’s feedback and comments.

✓ He takes responsibility for the performance of his staff members. He ensures the achievement of the goals as planned.

✓ He creates a culture of dialogue.

✓ He is willing to help his staff find suitable training sessions.

✓ He encourages his colleagues at work. He easily builds an atmosphere of trust within his team.

✓ His positive attitude in his management role is his most important and effective skill. He is cooperative with others and tries to connect everybody together. He focuses on the positives when solving problems.

✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem.

✓ He has the ability to manage his time and his team’s time well.

✓One of his strengths is his ability to design achievable goals. He ensures those goals are all met on time.

✓ He knows how to keep his staff focused on a plan. He assigns suitable duties to each of them.

✓ He sets concrete and measurable goals. (Option: He sets clear and measurable performance expectations.)

✓ He consistently shares feedback with his staff regarding their progress.

✓ He constantly pursues opportunities for growth and learning.

✓ He is a flexible manager and always tries to understand and respect his employees’ situations. He creates a positive working environment.

✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility.

✓ He is calm under pressure.

✓ He is very punctual and values the time of her colleagues and business partners. He has never been late to business meetings.

✓ He is able to work out multiple alternative solutions and determine the most suitable choice.

✓ He is objective in considering facts or situations.

✓ He is decisive in difficult situations.

✓ He is skilled at analyzing any situation and working out a solution.

✓ He consistently updates colleagues on what is going on within the company.

✓ He is loyal and trustworthy.

✓ He is highly principled. He is a good manager who treats all employees equally, regardless of gender, age or any other factor.

✓ He has the ability to resolve disputes with clients and colleagues peacefully.

✓ He shares his job knowledge well with his peers.

✓ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged.

More examples of positive feedback (scroll down to the “Meets or Exceeds Expectations” part):

169 Leadership Performance Review Examples for Management Style, Planning, Supervision

100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness, Goal-Setting)

174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

300+ Performance Review Phrases for Quality of Work, Adaptability, Communication

Part 4

Examples of negative feedback for a manager:

Constructive criticism is an important element of performance reviews because it helps managers to grow and develop their skills. It encourages managers to think critically about their work and how to improve it, as well as it can be used to set goals for improvement. Sometimes constructive criticism also allows for open dialogue between the supervisor and employee, which can lead to positive outcomes for both parties. Whenever possible, provide context by listing specific examples.

✗ He confuses the employees through different directions and guidance.

✗ He disregards company policies and tends to work by himself.

✗ He rarely shows appreciation for good performance.

✗ He fails to explain procedures to his subordinates clearly.

✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him.

✗ He fails to meet schedules.

✗ He is a decent task manager, but falls short when it comes to setting a vision.

✗ He has a tendency to play favorites and not treat all employees fairly.

✗ His employees consistently complain of unreasonable expectations.

✗ He does not understand how to set team goals and manage his team to achieve them. He seems to always be in survival mode without focusing on the goals necessary to move his team forward.

✗ He fails to resolve problems in a timely manner.

✗ He is ineffective at setting achievable goals.

✗ He has a tendency to trigger problems between his coworkers.

✗ His demeanor can be unapproachable and this negatively impacts the morale of his team.

✗ He does not handle stressful situations well.

✗ He rarely thoroughly thinks decisions through.

✗ He appears to be a rigid manager, but if he thought in a more flexible way, it would do him well. (Provide specific examples.)

✗ He is inconsistent in defining goals and objectives.

✗ He demands reliability from others, but not from himself.

✗ He struggles to communicate when deadlines will be missed.

✗ He disappoints employees who depend on him. (List specific examples.)

✗ He refuses to delegate to others. He attempts to do all the work by himself.

✗ He is unwilling to accept responsibility for missed goals.

✗ He doesn’t always communicate the right information to his staff to ensure they are successful with their tasks.

✗ He is too hesitant to make a decision.

✗ He makes promises that he doesn’t keep.

✗ He applies overly complex and impractical approaches to solving problems.

✗ He struggles to work out a solution to any difficult problem.

✗ He easily loses focus when facing a complex situation.

More examples of negative feedback (scroll down to the “Below Expectations” part):

169 Leadership Performance Review Examples for Management Style, Planning, Supervision

100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness, Goal-Setting)

174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

300+ Performance Review Phrases for Quality of Work, Adaptability, Communication