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.
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.
“Michael has made significant contributions to our team, and his leadership and strategic thinking have been instrumental in driving our team’s success. One example of our Michael’s contributions is his ability to foster a culture of collaboration and teamwork. He encourages open communication and ensures that everyone has a voice in decision-making. This has led to increased trust and mutual respect among team members, resulting in higher levels of productivity and engagement.
Another example of our Michael’s achievements is his ability to adapt to changing circumstances and prioritize effectively. He has successfully navigated through challenging situations and has remained focused on our team’s goals. For instance, when faced with unexpected budget cuts, he was able to identify areas where we could reduce costs without compromising our quality of work.
Michael’s leadership has also been instrumental in developing and implementing new initiatives that have had a positive impact on our team and organization. For example, he spearheaded the implementation of a new project management system that has improved our team’s efficiency and effectiveness. He also initiated a mentorship program that has provided valuable opportunities for professional development and growth.
Michael’s strategic thinking and commitment to excellence have been instrumental in driving our success. We are fortunate to have him on our team and look forward to his continued leadership and guidance in the years to come.”
“John has been an exceptional leader who has consistently demonstrated a strong work ethic and a commitment to excellence. His leadership style is characterized by his ability to inspire and motivate his team to perform at their best. John has also implemented several initiatives to improve the team’s productivity, such as implementing new software tools to streamline workflows and creating a more efficient scheduling system.
John is always willing to listen to feedback and takes a collaborative approach to problem-solving, which has helped to foster a positive and productive work environment.
One of John’s most significant contributions has been his ability to lead his team through a difficult period of change. When the company underwent a major restructuring, John was able to navigate the changes with grace and professionalism, ensuring that our team remained focused and motivated throughout the transition.
Overall, John has been an outstanding manager who has made significant contributions to the success of our organization. His leadership, communication skills, and ability to inspire the team have been instrumental in achieving our goals and objectives. We are fortunate to have him on our team.”
Job Knowledge: 25 Performance Review Phrases Examples“As a manager, Sarah has consistently demonstrated strong leadership skills and a commitment to achieving results. She leads by example, setting high standards for herself and her team. One example of this is when she took the initiative to streamline the team’s workflow, resulting in a significant increase in productivity.
However, there is an area where Sarah could improve. During a team meeting, she made a comment that was perceived as dismissive by one of her team members. This behavior caused tension and could have been avoided if Sarah had taken the time to listen to the team member’s perspective and respond with empathy.
Overall, Sarah is a highly effective manager who inspires her team to perform at their best. Her commitment to achieving results and willingness to lead by example are commendable. By continuing to work on her interpersonal skills and being mindful of how her words and actions impact others, Sarah has the potential to become an even more effective leader in the future.”
To craft your performance review, think about your manager’s strengths and weaknesses, and consider providing constructive feedback for the following competencies:
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.
✓ 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):
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):