.svg)
Managers wear a lot of hats at work. They lead teams, turn company goals into everyday priorities, and act as the bridge between leadership and employees.
That’s why manager performance reviews are just as important as employee reviews—sometimes even more. When employees share feedback about their managers through 360-degree feedback, engagement surveys, leadership assessments, or manager effectiveness reviews, it can feel a bit uncomfortable. You want to be honest and helpful without sounding too personal, vague, or like you’re taking a risk.
In this guide, we’ll break down what a manager performance review is, why it matters, and share clear manager performance review examples you can use to give fair, specific, and actionable feedback. Manager performance reviews focus not just on outcomes, but on how effectively leaders support, guide, and enable their teams to perform and grow.
What is a Manager Performance Review?
Organizations conduct manager performance reviews to evaluate a manager’s effectiveness across key leadership competencies.
This review process is designed to provide structured feedback on a manager’s overall performance — highlighting strengths, identifying areas for improvement, and supporting continuous leadership development.
A manager performance review typically evaluates multiple aspects of a manager’s role, including:
- Leadership capabilities
- Communication skills
- Decision-making ability
- Team management effectiveness
- Alignment with organizational goals and objectives
So to ensure a well-rounded evaluation, feedback is often collected from multiple sources such as direct reports, peers, senior leaders, and the managers themselves through self-assessments.
Organizations use methods like performance review questionnaires, structured interviews, and 360-degree feedback systems to gather this input. The collected feedback is then synthesized to create a comprehensive and balanced assessment of a manager’s performance.
Managers sit at the center of the employee experience, and their effectiveness directly shapes engagement, retention, and productivity. When their impact is measured thoughtfully, it becomes much easier to support them in leading well and growing with their teams.
1. Streamlined Feedback for Growth
Manager performance reviews give leaders structured feedback they rarely get in day-to-day work. Instead of scattered comments or assumptions, they receive a clear picture of what’s working and what needs improvement, helping them refine leadership, communication, and decision-making over time.
2. Aligns leadership with organizational goals
These reviews help connect leadership behavior to company strategy. When managers see how their actions support or hinder broader goals, they’re better equipped to guide their teams in the right direction..
3. Strengthens team development
Great managers develop people, not just projects. Performance reviews highlight how well managers coach, mentor, and support their teams, making it easier for HR and leadership to spot development needs and recognize high-potential talent.
4. Recognition During Feedback Fuels their Motivation
Manager reviews aren’t only about pointing out gaps. Calling out strong leadership behaviors reinforces what the organization values and motivates managers to keep leading effectively.
5. Identifies Skill Gaps for Targeted Training
By surfacing gaps in leadership, communication, or decision-making, manager performance reviews make it easier to design targeted training and development programs that actually move the needle.
6. Supports succession planning
Consistent evaluations help organizations see which managers are ready for bigger responsibilities. This insight is crucial for thoughtful succession planning and building a strong leadership pipeline.
How to Write a Manager Performance Review Without Fear of Repercussions
When employees review managers, tone and structure matter just as much as intent. Framing feedback carefully helps it land well and makes the process feel safer for everyone involved.
Here are some practical tips to guide you:
- Focus on behaviors, not personality
Describe what the manager does, not who they are. For example, “In team meetings, you often speak before we finish sharing updates” is safer and more useful than “You’re too controlling.” - Use specific situations, not vague opinions
Anchor your feedback in real moments: “During last quarter’s project review…” instead of “You never listen.” Specifics make your feedback clearer and harder to dismiss. - Balance strengths with improvement areas
Start by acknowledging what the manager does well, then share where change would help the team. This shows you see the full picture, not just the problems. - Avoid emotional or accusatory language
Skip phrases like “you always” or “you never.” Use calm, neutral wording so the feedback feels professional rather than personal or attacking. - Connect feedback to impact
Explain how the behavior affects morale, collaboration, or results. For example, “When deadlines shift without notice, the team feels stressed and less confident about planning.” - Keep it respectful and solution-oriented
Frame suggestions around improvement: “It would help if…” or “It would be great to see more…” so feedback feels supportive, not punitive.
Approaching manager performance reviews this way makes feedback easier for managers to accept—and much safer and more comfortable for employees to give.
Below are manager performance review examples organized by key competencies. These are crafted for employees giving feedback to their managers, and you can easily tweak the wording to match your own voice and situation.
Leadership and Team Management
- Carl demonstrates strong leadership by effectively directing and motivating team members toward success.
- John consistently sets clear expectations and aligns team goals with company objectives, ensuring clarity for everyone.
- Sarah allocates duties efficiently, enabling the team to achieve their targets without unnecessary stress.
- Carl fosters a positive and inclusive work environment, encouraging collaboration and innovation.
- Sarah actively encourages open communication within the team, making sure every voice is heard.
Example Comments & Phrases on People Management and Coaching
Great managers don’t just assign work—they coach, support, and help their teams grow. Strong people management builds trust, improves performance, and keeps employees engaged over time.
Positive Feedback
- You consistently provide clear guidance and support, helping your team feel confident in their work.
- You take time to coach team members through challenges instead of stepping in immediately.
- You encourage open conversations and create space for feedback during one-on-one discussions.
- You recognize individual strengths and adapt your management style to suit different team members.
- Your regular check-ins help the team stay aligned, motivated, and focused on priorities.
Constructive Feedback
- You support the team well overall, but more frequent one-on-one feedback could strengthen engagement.
- You tend to focus on outcomes; spending more time coaching on development areas would support long-term growth.
- You usually address issues when they escalate—earlier check-ins could prevent problems from building up.
- Your guidance is clear, but following up on action items more consistently would improve accountability.
- Encouraging more two-way feedback could help the team feel more involved in decisions.
Example Comments & Phrases on Delegation and Ownership
Effective delegation helps managers avoid bottlenecks while giving team members the ownership they need to grow and succeed.
Positive Feedback
- You delegate tasks clearly and trust your team to take ownership of their work.
- You assign responsibilities based on individual strengths and development goals.
- You provide enough context upfront, which helps reduce confusion and rework.
- You empower team members to make decisions within their areas of responsibility.
- You balance oversight and autonomy without micromanaging.
Constructive Feedback
- You tend to take on too much yourself—delegating earlier could help the team grow.
- Some tasks lack clear ownership; defining responsibilities more clearly would improve execution.
- You delegate effectively but could improve follow-through to ensure alignment.
- Providing more context during delegation would help team members make better decisions.
- Encouraging ownership instead of stepping in quickly could build confidence across the team.
Example Comments & Phrases on Decision-Making and Accountability
Managers are often evaluated on how clearly and confidently they make decisions, especially during uncertainty or pressure.
Positive Feedback
- You make timely decisions and clearly explain the reasoning behind them.
- You remain calm and decisive even in high-pressure situations.
- You take accountability for outcomes and address issues directly.
- You involve relevant stakeholders while still moving decisions forward.
- You hold yourself to the same standards of accountability as your team.
Constructive Feedback
- You gather input thoughtfully, but decisions sometimes take longer than needed.
- Being more decisive in ambiguous situations could help maintain team momentum.
- Clarifying decision ownership would reduce back-and-forth discussions.
- You manage accountability well overall, but documenting decisions could improve clarity.
- Following up more consistently on decisions would strengthen execution.
Work Quality and Attention to Detail
- John maintains exceptional attention to detail, ensuring tasks are completed with precision.
- Sarah ensures work is well-researched and clearly articulated before presenting it to stakeholders.
- Carl regularly follows up on tasks to prevent oversights and ensure projects stay on track.
- John checks work thoroughly before submission to maintain accuracy and uphold high standards.
Performance Improvement and Professional Growth
- Carl provides constructive feedback and coaching to enhance the growth of team members like Sarah and John.
- Sarah demonstrates a commitment to lifelong learning and self-improvement by actively participating in professional development sessions.
- John seeks feedback from peers and stakeholders to identify opportunities for growth and improvement.
Communication Skills
- Sarah exhibits strong verbal and written communication skills, making her an effective team leader.
- Carl promotes open dialogue within the team, fostering a culture of trust and transparency.
- John demonstrates sensitivity and understanding in his communications, ensuring that team members feel valued.
Decision Making and Problem Solving
- Carl shows strong decision-making skills by carefully analyzing and evaluating all options before making a choice.
- Sarah applies creative problem-solving to overcome complex challenges, setting a strong example for the team.
- John translates strategies into actionable results using his technical expertise and innovative thinking.
Adaptability and Resilience
- Sarah adapts flexibly to changing priorities and unexpected challenges, ensuring the team stays productive.
- Carl shows resilience and maintains a positive outlook during difficult situations, inspiring the team to do the same.
Accountability and Professionalism
- John takes responsibility for project outcomes and holds himself accountable for any missteps.
- Sarah displays high levels of professionalism and integrity in all her interactions, building trust within the team.
- Carl manages time and resources effectively to ensure deadlines are met without compromising on quality.
Team Collaboration and Relationship Building
- Carl develops strong relationships with team members, creating a cohesive and collaborative work environment.
- Sarah encourages knowledge sharing and cross-functional collaboration, helping the team achieve collective success.
- John manages and resolves interpersonal conflicts within the team effectively, ensuring harmony and productivity.
Strategic and Financial Management
- Carl controls budgets and manages resources efficiently, ensuring projects remain financially viable.
- Sarah identifies and manages potential project risks proactively, minimizing disruptions to workflow.
- John implements process improvements to enhance efficiency and streamline operations.
Commitment to Quality
- Sarah maintains a commitment to quality, striving for excellence in all tasks and setting a high standard for the team.
- Carl ensures clarity in the work produced, requiring minimal revisions and ensuring high accuracy.
- John exhibits strong project management skills, including effective planning and coordination of complex tasks.
Areas for Improvement
- Carl needs to focus more to ensure consistent and accurate delivery in time-sensitive projects.
- John could put in more effort to produce error-free reports, as accuracy is critical to success.
- Sarah should establish a thorough process for completing and double-checking work to avoid errors.
- Carl has yet to show a willingness to learn new skills for solving technical problems, which could enhance his performance.
Read more: 70+ Performance Review Examples for Employees and Peers
Alignment is Everything
Manager performance reviews aren’t just about assessing individual capability — they reveal whether leadership behavior is truly aligned with the organization’s values.
A manager may deliver results, but if they consistently struggle with transparency, fairness, or collaboration, the impact eventually shows up in team morale, engagement, and retention.
That’s why effective manager performance reviews look beyond output. They evaluate how managers demonstrate core values such as integrity, respect, accountability, and teamwork in day-to-day leadership.
When alignment is strong, teams experience clarity and trust.
When it’s missing, even high-performing teams begin to disengage.
Manager reviews help organizations identify these gaps early — before cultural issues become systemic problems.
Why HR Teams Use Tools for Manager Performance Reviews
As organizations grow, running manager performance reviews manually becomes hard to manage and surprisingly easy to mishandle. Without the right structure, feedback can feel random, unfair, or even risky for employees to give.
Common problems include:
- Inconsistent feedback across teams
- Low participation because people are afraid to speak up
- Too much focus on one-off comments instead of clear patterns
- No clear follow-up once feedback is collected
To make manager reviews fair, actionable, and repeatable, HR teams rely on systems that support:
- Anonymity, so employees feel safe sharing honest upward feedback
- Aggregated insights, instead of exposing individual comments
- Clear reporting that guides leadership conversations
- Action planning, so feedback actually turns into improvement
Structured performance management tools don’t replace human judgment—they make it easier to apply that judgment consistently and at scale.
If you want to rely on a credible tool that helps you measure all this, then give ThriveSparrow a try.
Schedule a Free Demo Today
Discover how to analyze and measure leadership effectiveness and performance, making your review process more impactful and efficient.
- Gain actionable insights to refine leadership styles and decision-making capabilities.
- Align managerial goals with organizational success for a clear sense of direction.
- Enhance team development through effective coaching and mentoring strategies.
- Identify skill gaps and provide targeted training for continuous growth.
- Support succession planning by preparing high-potential managers for future leadership roles.
Take the first step toward empowering your managers and driving organizational excellence—book your free demo now!
.svg){kind=small}
If you aren't convinced, you can check out other performance review software platforms.
Manager performance reviews really do shape what people experience day to day at work—not just the results on a dashboard. When they’re done thoughtfully, they give managers honest insight into how their leadership feels on the team’s side: what’s building trust, what’s hurting morale, and where they can grow. That kind of clarity helps the company celebrate great leaders, gently surface blind spots, and course-correct before issues snowball. In simple terms, better manager reviews lead to better managersand better managers make work a better place for everyone.
