Best Manager Performance Review Examples – 2024

A fast-paced business world makes it necessary for us to conduct effective performance reviews simply because of our acute need to keep up to date with the industry. These manager performance review examples that we’ve gathered are here to provide you with the exact ease you need.

For managers, performance reviews can sometimes be an overlooked process but in reality, they are some of the most critical parts of the system. Performance reviews offer managers the opportunity to develop and align with organizational goals and it is essential the review process is supportive enough to provide such a space.

So without further ado, here are the best performance review examples for managers you can find, to make sure your organization is a well-oiled machine!

Are You Conducting Your Performance Reviews Effectively?

Whether you are a manager reviewing your employees or an employee offering feedback to their manager, the way you’re conducting performance reviews is just as important as the content of those reviews.

There are plenty of incredible performance review software out there for you to explore but one thing you need to make sure of is that your performance reviews are integrated into your main communication platform.

For those using Microsoft Teams on a daily basis, the best performance review software is Teamflect!

With countless customizable performance review templates, Teamflect users can automate and conduct entire review cycles without ever having to leave Microsoft Teams.

We know that reviewing your manager’s performance might sound a little intimidating, but trust us, it’s essential for the growth and success of your team and organization.

In this blog post, we’ll explore some examples of key performance areas for managers and provide sample performance review comments.

We’ll also share some tips for conducting effective manager performance reviews. If you wonder how you write a manager’s performance review, let’s roll! 

Key Performance Areas for Manager Performance Review Examples

Communication Skills 

The ability to communicate is essential for anyone however as a manager, without the right skillset in terms of communication, leading successfully will not be possible. In that sense, let’s take a look at some manager performance review examples.

• The manager is clear in communicating any information, expectations, and feedback. They ensure that the team clearly understands their tasks and responsibilities.

• Actively listens to colleagues, stakeholders, and customers, making sure to actually hear and address their concerns or ideas.

• The manager provides timely and constructive feedback, ensuring that it is actionable which helps the team to improve performance and develop their skills.

• Shares relevant information openly with the team, fosters trust, and informed decision-making overall.

• The manager consistently delivers presentations and speaks confidently in meetings, in which they effectively communicate ideas and engage the audience.

• The manager is clear and concise in their written communication, curating well-constructed reports and documentation.

• The manager is able to handle tough conversations with tact and consistently ensures that any conflicts are addressed properly and constructively.

Team Management Skills 

A manager is just an employee like all others without their team which is why team management is a crucial skill for all managers. Managers need to be able to build and lead harmonious teams especially if they are doing remote team management.

Those who are successful at this, foster a positive and inclusive work environment that employees thrive in. Let’s look at some manager performance review examples with regard to team management skills;

• The manager clearly demonstrates the ability to clearly communicate the organization’s vision and align tasks with organizational strategies, helping cultivate motivation toward common goals.

• They are consistent in making well-informed decisions that benefit both the team and the organization as a whole. They make sure to consider both the long and short-term impacts of their decision-making.

• The manager always assigns tasks effectively, matching responsibilities with team members’ skills and capabilities properly. They don’t refrain from providing the necessary support and authority whenever needed.

• They efficiently identify and address conflicts within the team, fostering a harmonious work environment and maintaining productivity.

• Shows flexibility in adapting to changing circumstances, either within the organization or in the industry, including new challenges, opportunities, and shifts along the way.

• The manager provides ongoing guidance, support, and development opportunities to team members, helping them achieve their career goals and improve performance, greatly contributing to career growth.

• The manager is keen on taking responsibility for the team’s outcomes, either positive or negative, and leads by example in owning up to mistakes and learning from them. They encourage accountability and a growth mindset by doing so.

Problem-Solving Skills

Yet another must skill is problem-solving. With any job and within any team, conflict one way or another is bound to arise and when that happens, the leader of the team must be able to appropriately diffuse and solve the issues at hand. Here are some manager performance review examples considering their problem-solving skills.

• The manager is able to identify underlying causes of problems rather than only addressing the symptoms, leading to more effective and lasting solutions overall.

• They develop innovative and effective solutions to complex problems that arise and think outside the box to find the best outcomes to serve the organization in the long term.

• The manager makes timely and informed decisions to resolve conflict, and always considers all relevant information and potential impacts, making data-bassed decisions.

• They are able to anticipate potential problems before they arise and take proactive steps to prevent them before they occur.

• The manager works collaboratively with the team to resolve issues and is able to leverage diverse perspectives and expertise.

• They ensure that problems are resolved completely and follow up on the necessary actions and outcomes to confirm the effectiveness of the resolutions.

• Reviews past problems and solutions to learn from them and improve future problem-solving approaches.

Operational Efficiency

Last but not least, while there are many tasks at hand at all times for a manager, the main concept behind all of them is the ability to keep operational efficiency and productivity high throughout all of that. In that case, let’s consider the following manager performance review examples.

• The manager can clearly identify inefficiencies and implement process improvements to enhance productivity, reducing any sort of wasteful effort.

• Manages all costs effectively and finds various strategies to reduce expenses in a way that ensures no compromise to quality.

• The manager increases team productivity through their effective management, resource allocation, and process optimization, positively effecting the team’s overall productivity and motivation to put their best work forth.

• They ensure consistently that the resources are used efficiently, maximizing the value of all efforts.

• The manager efficiently leverages technology to streamline operational processes, improve operations, and enhance productivity consistently.

• They track and analyze performance metrics regularly to identify areas for improvement and measure progress, embodying a growth mindset for the team and organization as a whole.

• The manager is able to foster a culture of continuous improvement, encouraging colleagues to suggest and implement innovative improvements, creating a supportive workplace.

Tips for Conducting Effective Manager Performance Reviews 

Conducting performance reviews can be a challenge for the best of us and when it comes to managers this requires a nuanced approach that can balance constructive feedback with the right encouragement. To ensure you achieve that, we’ve gathered a couple of helpful tips.

• Thorough Preparation: Make sure that the manager’s previous reviews, goals, and feedback that have been given are available to you. This way you’ll be able to have a much better view of their overall performance and growth all throughout.

• Be Specific: Include specific examples to your evaluation as much as possible to pinpoint which areas were strengths and which need improvement. Avoid any vague statements and keep your focus on observable data-based behaviors.

• Encourage Self-assessment: Start the evaluation process by asking the manager to review their own performance first This encourages reflection and accountability, not to mention an insight into their perspective.

• Use Performance Review Software: Consider streamlining your processes with a tool such as Teamflect. With seamless integration into Microsoft Teams, Teamflect will allow you to conduct effective performance reviews, including customizable review templates, automated reminders and notifications, and advanced reporting and analytics, and more!

• Set Clear & Achievable Goals: Make sure to set a clear trajectory when you’re creating a development plan and ensure that the goals set follow the SMART criteria. This way you’ll have a plan ahead that provides clear direction and a benchmark for progress.

• Balance Positive and Constructive Feedback: To keep the nuanced that we mentioned, make sure that there is a clear balance between your positive and constructive feedback. This approach will help maintain motivation and morale whilst opening up the road to growth.

Free Manager Performance Review Template

If you’re looking for more templates like this one, you can choose to customize the templates available inside Teamflect from the feedback template gallery for an easier feedback process!

What should be included in the manager performance review?

As you’re navigating your review periods, make sure to include the following key components to ensure an effective evaluation period that proves to be fruitful for all parties.

1. Performance Summary: An overview of the manager’s overall performance is a must. Consider including the entire history of their performance so that all progression thus far is clearly laid out and any evaluations are made with a data-based perspective. To help with this, you can refer to performance review summary examples for guidance on structuring this overview effectively.

2. Strengths and Areas of Development: Specific examples of strengths and points of improvement are non-negotiable. Always highlight each side and keep a balance of both to keep morale high.

3. Goals & Objectives: An evaluation process cannot be completed without a solid foundation for growth and for that you’ll need goals. Set goals and objectives following the SMART Criteria and you’re good to go.

4. Team Feedback: A team’s feedback is especially essential when reviewing managers. Without the team’s input, you won’t be able to conduct an evaluation that is thorough and well-rounded.

5. Behavioral Competencies: In relation to team feedback, make sure to inquire about behavioral competencies to ensure how fit a manager is for their role at that given point in time.

6. Development Plan: Once you have all the data you need, and have set goals accordingly, you’ll be setting a development plan in place. This will ensure a clear trajectory and a sense of direction, highlighting objectives and checkpoints for the future.

Conclusion 

In conclusion, manager performance review examples are an essential part of managing an effective team. They provide a valuable opportunity to assess a manager’s performance, identify areas for improvement, and develop an action plan to achieve success.

We strongly encourage you to implement effective manager performance reviews in your organization. By doing so, you can provide your managers with the feedback and support they need to improve their performance and contribute to the success of your organization. 

Remember, effective performance reviews require preparation, focus on behaviors and outcomes, specific examples and evidence, and collaboration with the manager. By following these tips, you can conduct reviews that are fair, objective, and effective in driving performance improvements. 

We hope that this blog post has provided you with the guidance and inspiration you need to start conducting effective manager performance reviews in your organization.

By making this investment in your managers’ development, you can create a more engaged, productive, and successful team. Use the best manager performance review examples with Teamlect!