Run manager reviews that drive real development

Use this template to write your manager performance review:

Template: {{manager-review-template-7749970}}

Collect input from multiple sources before the review - direct reports, peers, and stakeholders who work with this manager. Look at objective metrics like team performance, turnover, and project delivery. You'll get a much more accurate picture when your feedback isn't coming from just one angle.

Organize your feedback into clear themes. What's working well? Where are the gaps? Be specific with examples rather than vague generalizations. Prepare both the strengths you want to recognize and the development areas you need to address. Don't surprise them with anything major - if something's serious, they should already know about it.

Have a real conversation, not a lecture. Share your assessment, then listen to their perspective. Discuss what support they'll need to improve. Focus forward on development rather than dwelling on past mistakes. End with clear action items and commitments you both own.

Write up the review with the goals and development plans you both agreed on. Include their self-assessment and your evaluation side by side. Document any compensation decisions you've made. Have them sign to confirm they've received it, then file everything appropriately for HR records.

Don't let the review be a once-a-year event. Check in regularly on progress toward goals and provide the coaching and resources they'll need. Adjust plans as circumstances change. Ongoing development conversations are far more useful than annual reviews - they're where real growth actually happens.