Best Manager Performance Review Examples – 2024

We’ve always talked about the employee side of performance reviews, but we think everyone in an organization should go through the process. Manager performance review examples are not very common in HR, but we’re here to change that! 

Manager performance reviews are crucial for the growth and success of any organization. They provide an opportunity to evaluate the manager’s strengths and weaknesses, set goals, and develop an action plan for improvement.

A well-conducted performance review can help managers improve their leadership skills, boost team morale, and enhance productivity. We’ve collected sample performance review questions for you to use on your employees, but now it’s time to talk about managers.  

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 

One of the most important areas for manager performance review examples is the communication skills of your boss. It’s clear that a good manager is the one who can communicate successfully with their subordinates, supervisors, and clients.

We’re not just talking about talking a good game, but also about the listening and providing feedback part.

Managers with strong communication skills can effectively convey their expectations, provide constructive feedback, and actively listen to their team members’ concerns. We can give the following criteria to use in your manager performance review examples: 

1. Does the manager communicate clearly and effectively, ensuring that team members understand their expectations and goals? 

2. Does the manager actively listen to team members, seeking their input and feedback to build strong relationships and foster a collaborative work environment? 

3. Does the manager provide timely and constructive feedback to team members, helping them develop new skills and improve their performance? 

4. Does the manager adjust their communication style to meet the needs and preferences of different team members, demonstrating flexibility and adaptability? 

5. Does the manager effectively communicate with stakeholders outside the team, building strong relationships and promoting the team’s success? 

Remember, constructive feedback is an opportunity for growth and development, and by providing specific examples and actionable feedback, managers can work towards improving their communication skills and building a stronger team.

Using a feedback software to make sure your organization’s feedback cycles are working is a great way.  

Team Management Skills 

A manager is just an ordinary employee without a team –that’s why another crucial skill to have as a manager is team management. We can add remote team management to this conversation as a plus, since managing remote teams can be even harder than managing regular teams!  

Managers who can build and lead cohesive teams, foster a positive and inclusive work environment, and delegate tasks and responsibilities effectively help their team members take ownership of their work and deliver better results.

Manager performance review examples we will provide next can give you an idea about the assessment of team management skills:  

1. Does the manager effectively foster a positive and inclusive work environment, encouraging collaboration and open communication among team members? 

2. Does the manager demonstrate strong delegation skills, assigning tasks that align with team members’ strengths and empowering them to take ownership of their work? 

3. Does the manager provide regular feedback and guidance to team members, supporting their development and growth? 

4. Does the manager effectively manage team dynamics, promoting a culture of respect, trust, and open communication? 

5. Does the manager recognize and celebrate team members’ contributions, fostering a sense of community and shared success within the team? 

Decision-making Skills 

Effective decision-making requires a combination of analytical and interpersonal skills. Managers must be able to gather and analyze data from a variety of sources, including financial reports, customer feedback, market research, and industry trends.

They must be able to evaluate the relevance and reliability of this information and use it to inform their decision-making process. 

Making timely decisions is one of the hardest parts of the business world, and good managers must be able to balance the need for careful analysis with the need to act quickly in response to changing circumstances.

Prioritizing tasks and making decisions under pressure while also taking into account the potential impact of their decisions on their team, their organization, and their stakeholders is an important responsibility of a manager.

Our picks of manager performance review examples are as follows:

1. “The manager demonstrates strong decision-making skills, effectively analyzing information and weighing different options before making a well-informed choice.” 

2. “The manager makes timely and decisive decisions, allowing the team to adapt quickly to changing circumstances and stay on track.” 

3. “The manager seeks input from team members and stakeholders before making decisions, demonstrating a collaborative approach that builds trust and fosters a sense of ownership.” 

4. “The manager is proactive in identifying and addressing potential risks and challenges, helping the team avoid issues and stay focused on its goals.” 

5. “The manager is receptive to feedback on their decision-making approach and willing to make changes to improve outcomes for the team.” 

Goal-setting Skills 

Effective goal-setting and planning skills are essential for managers to guide their team and achieve their organization’s objectives.

Managers who can set clear, achievable goals and develop a comprehensive plan to achieve them can help their team stay focused and motivated, and this should be considered in manager performance review examples. 

The first step in effective goal-setting is to ensure that goals are specific, measurable, achievable, relevant, and time-bound (SMART goals). Goals should be specific and clearly defined so that everyone understands what is expected.

Measurable goals allow progress to be tracked and ensure that the team stays on track. Achievable goals ensure that the team has the necessary resources and capabilities to accomplish them. Relevant goals align with the organization’s mission and vision.

Time-bound goals have a specific deadline, which helps ensure that the team stays focused and motivated. Managers should consider using an OKR software for this process in order to get the best results in performance reviews.  

Once goals are set, managers need to develop a comprehensive plan to achieve them including a detailed timeline, specific action steps, and a clear delineation of responsibilities. Managers must also identify potential obstacles and develop contingency plans to mitigate any risks. 

1. “The manager sets clear, measurable goals for the team and develops a comprehensive plan to achieve them, ensuring that the team stays on track and motivated.” 

2. “The manager regularly assesses progress towards goals and adjusts plans as needed, demonstrating a proactive approach that helps the team adapt to changing circumstances.” 

3. “The manager effectively communicates goals and plans to the team, ensuring that everyone understands their role and responsibilities in achieving them.” 

4. “The manager collaborates with team members to set goals and develop plans, promoting a sense of ownership and buy-in that fosters a collaborative work environment.” 

5. “The manager identifies potential obstacles and develops contingency plans to mitigate risks and keep the team on track towards its goals.” 

Tips for Conducting Effective Manager Performance Reviews 

Preparation is key 

Preparing for a performance review is essential to make sure a productive and meaningful conversation with your manager. As a reviewer, take the time to review the manager’s goals, objectives, and performance metrics by gathering relevant information and feedback from team members, peers, and stakeholders.

In this way, you will not only help you provide specific examples of performance but also demonstrate your commitment to the review process. 

On the other hand, preparing as a manager will help you to present your achievements and challenges effectively, and demonstrate your commitment to your role.

You can prepare by reflecting on your work, reviewing your goals, identifying areas of strength, and determining where you can improve, which will help you to have a more productive and focused discussion with your reviewer.

Remember that preparing for your manager performance review examples helps to set the tone for the review, and it shows that you value the process and the feedback you receive. 

Use performance review software

One way to streamline the manager performance review process is to use performance review software.

Performance review software are designed to automate many of the administrative tasks associated with performance reviews, such as scheduling and tracking reviews, and provide a centralized platform for storing and accessing review data. 

We’ve talked about top 14 performance review software before, but our number one suggestion still stands: Teamflect.

Teamflect provides a range of features specifically designed for conducting effective performance reviews, including customizable review templates, automated reminders and notifications, and advanced reporting and analytics.

Designed as a recognition software in the first place, Teamflect lets you control your performance management cycle right inside Microsoft Teams.  

With Teamflect, you can easily create and customize feedback templates that are tailored to your organization’s unique needs and goals. The best part is that with robust Power BI reporting system of Teamflect, you can analyze your performance review data without the labor. Some of the best features of Teamflect are:  

• Plan regular check-ins with your team members
• Set and track progress on team and individual goals easily
• Gather insights from your team members on their performance and progress
• Assign and track tasks and deadlines, and keep your team members accountable
• Identify trends and patterns, and make data-driven decisions to improve employee satisfaction and performance
• Use the feedback template gallery for an easier feedback process

Focus on behaviors and outcomes, not personality traits 

When conducting a performance review, it’s important to focus on the manager’s behaviors and outcomes, rather than their personality traits. Avoid making generalizations or assumptions based on personality traits, and instead, provide specific examples of behavior and performance. 

For example, rather than saying “You’re not a good leader because you’re too quiet,” focus on specific behaviors such as “During team meetings, it would be helpful if you could speak up more and provide clear direction to the team.”

This approach is not only more constructive but also provides actionable feedback that can help the manager improve. Remember, personality traits are not always within a manager’s control, and focusing on them can be unproductive and demotivating.

Instead, focus on specific behaviors and outcomes to help your manager understand their strengths and areas for improvement, and develop a plan to enhance their performance in manager performance review examples. 

Provide specific examples and evidence to support feedback 

When providing feedback to a manager during a performance review, it’s important to be specific and provide evidence to support your feedback. Vague or general feedback can be confusing and unhelpful, and may not lead to any real improvements in performance. 

For example, instead of saying “You need to improve your communication skills,” provide specific examples of times when communication could have been better. “During the team meeting last week, it would have been helpful if you had provided more detail on the project timeline to help everyone understand their roles and responsibilities.”  

Collaborate with the manager to develop an action plan for improvement 

 Performance reviews shouldn’t just be a one-way conversation where feedback is given and then forgotten. Instead, it’s important to work collaboratively with the manager to develop an action plan for improvement.

This helps to ensure that both the manager and the organization are aligned on goals and expectations and provides a clear path forward for improvement. 

During the performance review, discuss the manager’s strengths and areas for improvement, and work together to develop a plan that addresses any gaps in performance.

The plan should be specific, measurable, and include timelines for completion. It’s also important to identify any resources or support the manager may need to achieve their goals. 

By working together to develop an action plan, you demonstrate your commitment to the manager’s success and show that you’re invested in their development.

It also helps to ensure that the manager has a clear understanding of their responsibilities and expectations moving forward and provides a roadmap for achieving success. 

How to conduct performance reviews through Microsoft Teams:

Whether you are conducting performance appraisals for managers or direct reports, you need to be able to digitize your performance review process if you want your reviews to mean anything.

Since we discussed the benefits of using review software above, we want to double down and show you just how simple it is to conduct performance appraisals using an integrated performance review solution such as Teamflect.

Step 1: Go into Teamflect’s Reviews Module

Starting a new review cycle inside Teamflect is an incredibly simple process. All you have to do is find your way into the “Reviews” module and click the “New Review” button.

This module is also home to all performance reviews conducted in your organization. It functions both as a central hub and an archive for performance appraisals.

Step 2: Choosing Your Performance Review Template

Teamflect users have access to an extensive library of performance review templates that can be used as they are and can fit pretty much any review situation that can arise at work. From exit interviews to 30-60-90 day reviews, if you can think of a review type, Teamflect has a preset template for it.

That being said, you always have the option to create your own review template or customize an existing one.

Some of the ways you can customize Teamflect’s review templates include:

• Changing question types: Open-ended, Multiple Choice, Likert Scale, Rating, etc.
• Integrating 360-degree feedback data.
• Creating a custom evaluation criteria

Step 3: Complete The Review

Once you send out your performance review template of choice, all that is left to do is for both parties to fill out their ends of the performance review.

If you’ve selected the option to include a “Self-Review” section in the review, the reviewee will have to fill in their end of it as well. Some of the other elements you can add to your performance appraisals include but aren’t limited to:

• Individual Development Plans
• 9-Box Talent Grid
• Goal Completion Rates

Automating Review Cycles

While we’ve shown you the manual way of conducting performance reviews inside Teamflect above, Teamflect users can automate entire performance review cycles with only a few clicks.

If you have any performance review types that you conduct at certain frequencies such as quarterly, monthly, or annual performance reviews, you can simply automate those review cycles and save yourself a lot of time and energy.

Users have the option to create custom automation scenarios to fit any desired frequency or condition they see fit.

Free Manager Performance Review Template

What should be included in the manager performance review?

A well-rounded performance review for managers should encompass a holistic evaluation of leadership, communication, and decision-making skills. This assessment needs to include how effectively the manager has set and communicated goals, aligned team objectives with organizational targets, and fostered a positive work culture, in order to be a truly effective performance review for managers.

Specific examples of successful projects, team achievements, and instances where the manager demonstrated exceptional leadership are highlighted in such performance reviews. Additionally, the review should address the manager’s ability to adapt to changing circumstances, make strategic decisions accordingly, and effectively manage resources during this adjustment.

Evaluating communication skills in a manager performance review, both in terms of articulating ideas clearly and listening actively to team members, is a vital element to have a deeper understanding of the manager’s impact on team dynamics.

Manager evaluation examples would entail instances where the manager successfully motivated and developed their team, resolved conflicts, and provided constructive feedback. Assessing the manager’s ability to mentor and support team members in their professional growth is essential for understanding their impact on individual career trajectories.

Considering willingness to embrace innovation and the ability to learn from setbacks is also integral to performance reviews for managers. Along with giving feedback, whether or not they’re providing actionable suggestions for development to their employees shouldn’t be overlooked in manager performance reviews.

With the spirit of incorporating a forward-looking perspective, the end-of-year review for managers needs not only to highlight past achievements but also outline goals and expectations for the upcoming year to foster continuous improvement.

OKR Examples for Managers

Performance reviews, whether they are manager performance reviews or not, depend heavily on the way you are setting goals. If you are using objectives and key results as your preferred method of goal setting, then your performance reviews for managers can include going over the following OKR examples:

1. Objective: Increase Team Productivity

• Key Result 1: Achieve a 20% improvement in team project completion time by the end of the quarter.
• Key Result 2: Reduce the number of late project deliveries by 15% compared to the previous quarter.
• Key Result 3: Implement a new project management tool and ensure that 90% of the team is trained and using it effectively within two months.

2. Objective: Improve Customer Satisfaction

• Key Result 1: Increase the customer satisfaction (CSAT) score from the current 85% to 90% within the next six months.
• Key Result 2: Reduce the average response time to customer inquiries from 24 hours to 12 hours.
• Key Result 3: Conduct quarterly customer feedback surveys and ensure that at least 80% of respondents report a positive experience.

3. Objective: Enhance Employee Development

• Key Result 1: Launch a mentorship program and have 100% of employees paired with a mentor within three months.
• Key Result 2: Implement a training needs analysis and create customized development plans for 95% of employees.
• Key Result 3: Increase the average score on employee skill assessments by 15% within the year.

No matter which review manager or performance review tool you use for your manager performance reviews you should always integrate goals and OKRs into those manager performance reviews effectively.

There are many performance review examples for managers that unfortunately miss this mark and we have serious doubts about their efficiency. That is why our performance review templates for managers always have a section for goals.

KPI Examples for Managers

We can’t talk about manager performance reviews and manager performance review examples without going into some KPI examples for managers.

Key Performance Indicators for managers vary depending on the specific role, industry, and organizational goals. However, here are some common KPI examples that managers across different functions and industries might use to measure their performance in manager performance reviews:

• Revenue Growth: This KPI measures the increase in the organization’s total revenue over a specific period, often compared to a previous period. Managers can be responsible for driving revenue growth in their respective departments or areas.

• Profit Margin: This metric assesses the profitability of a product, service, or department. Managers might be evaluated on their ability to maintain or improve profit margins.

• Customer Satisfaction: Measuring customer satisfaction helps assess the quality of products or services. Managers can use CSAT scores to gauge their team’s performance in meeting customer expectations.

• Employee Engagement: High employee engagement often leads to increased productivity and better customer service. Managers can track metrics like employee satisfaction surveys, turnover rates, or attendance to gauge the engagement of their teams.

• Employee Development: KPIs related to employee development can include metrics like training hours per employee, skill development, or the percentage of employees who achieve specific certifications.

• Employee Turnover Rate: This KPI assesses the rate at which employees leave the organization, which can be indicative of managerial effectiveness in retaining talent.

• Sustainability Metrics: As sustainability becomes increasingly important, managers might track KPIs related to reducing environmental impact, such as carbon emissions, waste reduction, or energy efficiency.

While the latter of those KPI examples for managers might be for more modern manager performance review examples, we hope this little list serves you well.

When looking into manager performance review examples, you need to keep in mind that you should be setting the right performance metrics for managers. We hope the KPI examples here can be a decent place to start.

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!