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How to write a performance review for your manager.

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For organizations to succeed, their employees are not the only ones who need a process of feedback and plans for improvement. Managers and executives also need to hear what they're doing well and where they could do better. As an employee it might seem daunting, but writing a performance review for your boss doesn't have to be painful.

Upward Appraisal

The process of subordinates giving feedback is sometimes called upward appraisal or 360 degree feedback , referring to the process of the manager giving feedback to the employee, who then "circles back" and gives feedback to the manager, who then shares that information with staff or direct subordinates.

In formal upward appraisal programs administered by consultants or human resources managers, the employee receives a questionnaire that instructs her to rate the manager on various elements, on a scale of 1 to 5 or 1 to 10, for example. That might include questions about the manager's communication, how he delegates tasks and his skills in guiding employees to meet their goals, for example, as well as a section for comments. If you get such a questionnaire, your biggest challenge will be in giving fair and accurate ratings.

Brainstorm Ideas

In some workplaces, you won't get a standardized form to work from – but you can still look to upward appraisal forms for guidance in what to include in your review. Forms that are specific to your industry – which you can usually find online – can help guide you about what to consider. You can also start by making a list of some more generic management skills.

For example, consider whether your boss has helped you develop goals and then follow through with them or fix problems standing in your way, and whether your boss helped you understand what was expected of you. You might also think about your manager's overall level of competence, her ability to follow company protocols, and her rapport with you and the rest of the staff.

Relevant Details and Examples

Working from your list, create a new document with a series of headings, such as "Employee Feedback" and "Goal Support," for example. Choose three or four of the items that you feel warrant the most feedback; you don't have to go into detail about every item you included in your brainstorming list. Name a specific item, and then provide a relevant example that discusses it, and how it affects you or your fellow employees. For example, under the heading "Ability to Follow Office Protocols," you might describe a time that your boss didn't follow protocols, and how it resulted in more work for you or lost productivity for the team. Keep the tone professional though, and avoid judgmental statements.

It's a Delicate Matter

How much detail you include under each heading is a delicate matter. If you know your boss to be a reasonable person, it might be OK to give real honest feedback about his inability to follow office protocols or his lack of clear direction for subordinates. If you're concerned that the review you've written about your boss's performance won't be kept confidential or you're concerned about retaliation, it may be better to keep your responses bland.

In other words, writing a review of your boss's performance doesn't give you carte blanche to point out all of her shortcomings. A successful review is a balancing act between your boss's temperament, the level of urgency about the problem and your ability to share information tactfully.

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Nicole Vulcan has been a journalist since 1997, covering parenting and fitness for The Oregonian, careers for CareerAddict, and travel, gardening and fitness for Black Hills Woman and other publications. Vulcan holds a Bachelor of Arts in English and journalism from the University of Minnesota. She's also a lifelong athlete and is pursuing certification as a personal trainer.

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Constructive Feedback for Managers: 7 Examples

Providing feedback isn’t just about giving your manager information; it’s also about establishing trust and transparency.

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Providing honest feedback isn’t just about giving your manager information; it’s also about establishing trust and transparency.

Feedback is a gift. While it's typically not easy to give, everyone needs feedback to grow, employees and superiors alike. People want to hear what they’re doing right, but to get a positive outcome they need to know what they can do better. It will impact personal and team performance long-term.

In fact, Netsuite reports that about 53% of employees want to receive more recognition from their immediate managers.

People often get uncomfortable giving feedback because they can’t find the right words or opportunity. It can also be more challenging when it’s an employee to a manager. However, when you commit to providing regular feedback to your manager, it shows that you're invested in your career development. It helps your manager know they can count on you to be honest with them about manager performance reviews , even if things aren't going well.

1:1 meetings , team development meetings, and feedback meetings are great opportunities for managers to tackle employee review comments, and for employees to deliver negative feedback .

A one-on-one Manager Flow serves as a great template to enable you to give constructive feedback to your manager during 1:1 meetings . 

Feedback is like fertilizer for plants: It helps them grow stronger and healthier over time. If used correctly, feedback can improve your communication skills and quality of life at work and help you and your manager (s) achieve your full potential.

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Why is it important to give critical feedback to your manager?

Giving feedback to your manager is a great way to ensure that you’re on track in your career and not just floating through the motions. It helps both of you understand what it will take to get where you want to be. Providing feedback for supervisor isn’t just about giving your manager information; it’s also about establishing trust and transparency between the two of you.

That said, It's not always easy to provide feedback. In fact, it can be downright hard.

Here are some tips to help make the process go smoothly:

  • Don't assume you understand why your manager did what they did.
  • Be specific about what is wrong or what needs improvement.
  • Avoid generalizations and vague statements.
  • Be respectful of your manager’s feelings when giving feedback (don't use offensive language).
  • Be aware of your feelings during the conversation, so they don't get in the way.

‍ Read: How to Manage Your Manager

How do you write positive feedback to your manager?

When writing positive feedback, you want to be as specific as possible so that there is no room for doubt. 

An easy way to achieve that is using a Manager Feedback Flow . It's easy to write negative or generic feedback. But what about writing positive feedback? How do you make it stand out from the crowd?

An employee feedback sample could be: "I like how you gave me feedback and helped me improve my work." This statement is too vague; it leaves room for other interpretations and can lead to miscommunication.

A more specific statement would be, " I appreciate the time you took during my employee evaluation to give feedback on my presentation and provide suggestions on how I could improve."

Also, when writing upward feedback to your manager, be sure not to sound too formal or too distant, as this can make them feel uncomfortable or put off by what they are reading. You want them to know that it was written with good intentions and not as a formality or part of some kind of reporting system.

How do you write performance feedback for your manager?

Regarding performance feedback, always remember that you and your manager are on the same team. You're both trying to help each other succeed!

So, when writing performance feedback for your manager, don’t be afraid to give them constructive criticism. If they're doing their job well, let them know. If they could improve, let them know.

To help you get started, here are 3 tips on how to write an effective performance review for your manager:

  • Start with what's working. ‍

Every employee has something unique they bring to the team, and it’s important to let them know even when it's more negative than positive. Letting your manager know what they're doing right can be challenging. But by starting with what's working, you can build trust and show your boss that you're on their side.

  • Give specific examples of what they're doing well.

Did they help you set up a new system? Did they get a promotion? Did their set goals help the team improve?

You can also use an employee recognition flow to show how valued they are. Be specific about what makes them shine so your boss knows exactly what you mean when you compliment their work.

  • ‍ Be honest but diplomatic.

Even if your boss is a great manager, it's important not to shy away from talking about areas where they could improve or things that didn't go as planned. You can be frank about these things without being too harsh or critical. Just ensure it comes across as constructive criticism rather than a personal attack.

Let's look at 360 feedback. This is when a manager receives feedback from both direct reports and other team members, as well as anonymous feedback from peers. This type of feedback can be incredibly valuable in helping managers identify areas where their employees need improvement, such as interpersonal skills, leadership skills, and more.

Here are some examples of negative 360 feedback that could be useful for managers:

- Employees feel their managers don't listen to their concerns.

- Employees feel their managers do not provide enough direction or guidance.

- Employees feel their performance is not adequately recognized or rewarded.

Let's look at appraisal feedback to managers. This is when direct reports provide feedback on their manager's performance. This can be a great way for managers to get an honest assessment of how their team perceives them.

Here are some examples of appraisal feedback to managers that could be useful:

- Employees feel their manager is not open to new ideas.

- Employees don't feel their manager provides adequate feedback and coaching.

- Employees feel their manager is too quick to make decisions without considering their input.

Furthermore, there are also other types of feedback such as peer feedback examples, upwards feedback examples, and anonymous feedback that can be used to provide additional insights. Peer feedback examples can help managers understand how well they interact with their team and how they handle conflicts. Upwards feedback examples can give managers an understanding of how their employees perceive them, and anonymous feedback can allow for more honest and open feedback.

Here are some examples of these types of feedback that could be useful for managers:

- Employees feel their manager is too quick to criticize and not quick enough to praise.

- Employees feel their manager is not open to other team members' opinions.

- Employees feel their manager does not recognize the value of their contributions.

What are some constructive feedback examples for colleagues and managers?

Whether you are giving your manager positive feedback or a negative one, utilize the examples below for direction and ideas on how to make sure the other party hears what you have to say. Receiving feedback (especially negative) is often not easy so having a toolbox of best constructive feedback examples can help.

7 constructive feedback examples of feedback for managers

  • If you've been working on a project together and want to let them know how it went

"I want to let you know that I really enjoyed working on this project with you. It was really interesting and challenging."

  • If your manager is making an unfair decision

“I think it would be helpful to have a conversation about the decision you made. I understand that you may not be able to change things, but I think it would be useful to talk about it.”

  • If your manager has become overbearing and micromanaging

“I've been doing a lot of thinking, and I want to make sure we're on the same page because I know you have high expectations for me, and that's great! But I've noticed that there are times when you micromanage me, and it's making it hard for me to do my job.

I want to be able to rely on your guidance, but sometimes it feels like you're checking up on me too often or getting involved in details that don't matter as much as they used to.

I'm happy to talk more about this if you'd like some more specifics. But either way, I really value our relationship and would appreciate having a chance to discuss this issue with you.”

  • If your manager is not giving you enough feedback on how you're doing (developmental feedback example)

“I really appreciate what you've told me so far, but I'd love to know more about what you like about my work and what I can do to improve. If there are things that I'm doing that aren't working out very well, things that may be slowing down the team or causing frustration for others, I would really appreciate a heads-up so that I can improve and do better.”

  • If you disagree with your manager

“I see something different in this situation than you do, and I want to share my thoughts with you before we make a decision on how to move forward with this project or client relationship.”

  • If your manager's communication style is ineffective

“I wanted to talk about what's going on with our team lately. There seem to be some communication issues between us, and it feels like we're not working together as well as we used to."

  • If your manager helped you with something at work

“I really appreciate how you handled this situation. It was very helpful because it allowed me to learn something new about the way things work around here that I hadn’t been aware of before.”

Read: How to Give and Take Constructive Criticism

Examples of constructive feedback

Giving Feedback is not an interrogation. It's a conversation.

Providing feedback to your manager is a tricky business. You have to balance honesty with tact, and criticism with a compliment, while also trying not to come across as overly critical or negative. Nobody likes being told they’re doing something wrong, but it doesn’t have to be a negative experience if it's done constructively. Or use a feedback model for more examples of feedback for coworkers that is concise and specific.

Assembly has made it incredibly easy to give your manager structured feedback. Here's our Manager Feedback template:

Assembly is empowering employees everywhere to have better conversations, transparent management, and recognition. Schedule time to learn more about feedback examples for peers and managers alike.

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Giving feedback to your manager: tips and examples

Want to give your boss constructive criticism, but worried they’ll take it the wrong way here are some tips.

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We’re all familiar with feedback flowing downhill, but as traditional corporate structures become flatter and less hierarchical, the relationship between managers and employees is becoming more reciprocal and open to honest sharing. The idea of dishing out “upward feedback” is increasingly encouraged as a way to foster a more transparent workplace and effective management team.

But telling your boss how you truly feel can be a real risk. No matter how flat the organization appears to be, there’s a clear power dynamic between an employer and the people who work for them. There are times when an employee might want or need to tell a boss about how their performance appears or affects them, but delivering that message appropriately requires careful consideration and a whole lot of tact.

First, do you even need to give feedback? If your manager’s performance doesn’t impact your ability to perform your own duties, then the shrewd thing to do might be to keep your thoughts to yourself. Think about who stands to benefit most from the interaction as well as who has the most to lose, and then factor that into how candidly you respond.

However, if an adjustment to your manager’s way of doing things would help you complete work more effectively, then sharing your feedback in a thoughtful and diplomatic way could be your best next step. It might sound daunting, but here’s some advice to help you do just that, whether you want to develop your own skills or expand your role within the business.

The meaning of giving feedback to your manager

Feedback will look differently depending on the type of work you do. In small teams and creative settings, the relationship between a manager and an employee might be more friendly and relaxed, so feedback can be casually tossed around without much friction or stress.

However, in a more corporate setting or a larger business, giving feedback to a manager could be more formal. For example, it might form part of an employee’s annual appraisal or performance review . In this situation, the scope of the upward feedback should be limited to the employee’s relationship with the manager and the company as a whole, with the ultimate goal of improving the employee’s ability to work most effectively.

No matter the scenario, feedback should always lead to a constructive discussion between a manager and an employee—it shouldn’t, for example, be a directive or contain an ultimatum.

Why is it important to give feedback to your boss?

Having consistent and honest communication with your boss means you will be better equipped to deal with problems as they arise. Perhaps your workload has been growing for a while and you need more support . You might feel that your professional development has stalled, or that your department’s workflow is overly complicated, or that you’re being micromanaged. 

These are all important concerns to bring to a manager’s attention. If you’ve created a space in which you feel confident in giving practical, constructive feedback without fear of being misconstrued or punished, you’ll both find it easier to reach solutions that work for everyone.

How can you give constructive feedback to your manager?

  • Make sure your constructive feedback is actually constructive

The clue is in the name—constructive feedback should be motivating and help to build toward, or construct , a positive outcome or change in behavior. That doesn’t mean you can’t give negative feedback, but all feedback is generally better received when you focus on solutions rather than complaints.

  • Use questions to get a sense of the situation

Did you know that questions are an effective way of delivering feedback to your boss in a cooperative and non-confrontational way? Keep in mind that this is a well-known negotiation tactic, so be careful not to come across as patronizing or ambiguous. 

  • Be sincere and express your true feelings

Be completely honest, while also remaining professional. Don’t avoid your feelings or water down your feedback; otherwise, the importance you feel about the matter might not be fully expressed to your manager. In turn, they might fail to act entirely, or even fail to adjust to the extent you need them to. Avoid diluting your feedback with wavering phrases like, “It’s not a big deal, but…”

  • Get straight to the point

Cutting straight to the chase leaves no room for misinterpretation, avoids emotion, and makes you appear decisive and confident in your ideas. Circling around the issue for too long or building up to your point with too much small talk can make things awkward and places a needlessly uncomfortable focus on the impending feedback.

  • Give some positive feedback, too

The technique of delivering hard-to-swallow feedback in a “compliment sandwich” is a classic, but it works as long as you can pull it off naturally. You don’t have to bookend your criticism with praise, but by leading with some positive feedback—while avoiding ambiguity—you can create a more constructive atmosphere in the room.

When it’s appropriate to share feedback with your boss

  • In a performance review

Your performance review is the most appropriate forum in which to speak openly with your boss about how you feel, but only if you’re invited to do so as part of the process. If you offer unsolicited feedback during a formal assessment of your own performance, you’ll come across as defensive and possibly combative.

  • Face-to-face and in private

Try to normalize having one-on-one time with your boss by scheduling regular private meetings, even when there’s nothing major to report. By creating this space for open dialogue, a face-to-face meeting in which you share your vital feedback feels more routine.

  • Before or after meetings

Before or after a meeting is a great time to share your thoughts, so long as your feedback isn’t specifically related to the agenda at hand. For example, by springing your feelings on your boss minutes before they’re about to host a presentation to the rest of the team, you risk derailing them.

When it’s not appropriate to share feedback with your boss

  • With a client

When clients are around, there needs to be a united front, or at least the appearance of one. You might disagree on the basics, but remember that you’re working toward the same goal. Therefore, contradicting your boss’s approach during a client meeting is a huge negative, as it decimates trust and potentially embarrasses your boss in front of a customer.

  • During a team meeting

Client meetings aside, team chats are the absolute worst possible moment to start dropping your hard facts. When you share feedback in front of colleagues, you put your unsuspecting boss on the defensive, undermine their authority, and ultimately weaken your own position.

  • Outside work

Away from the workplace, the boundary between personal and professional life can become blurred. Don’t share your work-related feedback outside of the office, where there’s a greater chance of your professional opinions being conflated with personal feelings.

More tips on how to give feedback to your manager

  • Focus on the task or specific behaviors rather than the individual. Feedback that directs attention to the task leads to better results.
  • Focus on the future, not the past. You can’t change past behavior.
  • Use specific, recent examples to provide suggestions for improvement.
  • Be sure to mention something your manager did or does well .
  • This should go without saying, but use polite, professional language.
  • Focus on reaching solutions, not on outlining problems.
  • Don’t wait too long before making your feelings known.
  • Be open to receiving feedback, but only after you’ve been heard.

Examples of constructive feedback for managers

Let’s take a look at a few examples of constructive feedback deployed in various hypothetical scenarios. In each, we’ll draw on some of the advice and tips mentioned in the article above.

Around miscommunication

“I was surprised we had such different expectations about how the last project would pan out. So before I get going with this next task, I wanted to quickly check in with you to make sure I have all the information I need and that we’re on the same page. A little extra guidance now will help me take this project to the finish line.”

This is a clear indication to a manager that you need more detailed help with a task, or that a job has been badly communicated to you in the past. But it also clarifies that once up to speed, you can happily continue the work alone. The language used is careful not to assign blame for any confusion, but instead focuses on the path forward, and prompts the recipient to rethink the level of guidance being offered.

Around workloads

“Right now I’m working on several different projects at once, all of them operating on tight schedules, which leaves me with very little time to dedicate to new work. I’ve reached the limit of the number of tasks I can currently take on—can you help me prioritize my workload in a way that helps us meet this new deadline?”

This firmly makes the point that you’ve got too much work on your plate, but takes the important first step toward finding a solution to the problem. Coming to your manager with a prompt to consider different options, rather than with a blunt complaint, gives them an opportunity to adjust things before your workload becomes untenable.

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Around progression

“You’ve given me great opportunities and mentoring here so far, but I think there’s even more I could be doing for the business right now. What changes can I make to become a more valued member of the team?”

A sense of stagnation in a role can be difficult to distill into practical feedback for a manager, but by framing your concern as a request for support in moving your career forward, you make it abundantly clear that there’s more your manager can do to make you feel valued at the company.

These examples are broad, but each one is a jumping-off point for a constructive discussion that addresses your concerns and ensures that your perspective is being appreciated. Come to the table with solutions, be honest about your position, and you can be certain that your feedback will be taken the right way.

Steve Hogarty is a writer and journalist based in London. He is the travel editor of City AM newspaper and the deputy editor of City AM Magazine , where his work focuses on technology, travel, and entertainment.

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Nice Things to Say About Your Boss In a Review Examples

Disclaimer : We sometimes use affiliate links in our content. For more information, visit our Disclaimer Page . 

It’s easy to forget to appreciate your boss’s hard work and effective leadership skills. However, writing a complimentary review can go a long way in boosting their morale and strengthening the working relationship.

In this article, we will discuss why it’s important to acknowledge your boss’s positive qualities and provide examples of nice things you can say in a review to show gratitude.

Key Takeaways:

  • Expressing appreciation for your boss can foster a positive work environment.
  • Complimenting your boss’s leadership skills can enhance the working relationship.
  • Providing specific examples in a review can highlight your boss’s positive qualities.
  • A well-crafted boss appreciation message can have a significant impact on morale.
  • Don’t forget to be genuine and thoughtful in your compliments.

Nice Things to Say About Your Boss In a Review Examples

Why It’s Important to Compliment Your Boss in a Review

As an employee, providing positive feedback to your boss is essential to foster a healthy work relationship. Acknowledging your boss’s performance in a review can strengthen your working relationship and create an environment that promotes growth and productivity.

Regularly praising your boss can also positively impact your career growth and development. When your boss knows you appreciate their leadership and managemen t style, they are more likely to provide you with opportunities for growth within the company. Additionally, positive feedback in a boss performance review can increase team morale and job satisfaction.

One of the primary reasons it’s crucial to provide positive feedback is that it helps your boss understand their strengths and areas for improvement. Praising your boss for their excellent leadership skills can encourage them to continue developing these skills, which ultimately benefits the entire team.

Moreover, positive feedback can help build trust and open communication between you and your boss. When you express appreciation for their efforts, they will be more likely to listen to your feedback and take steps to improve the workplace environment .

In summary, providing positive feedback for your boss in a performance review can benefit you and your team. It can strengthen your working relationship, lead to career growth opportunities, and improve the work environment.

Great Qualities to Highlight in Your Boss Review

When acknowledging your boss’s leadership in a review, it’s important to highlight their exceptional qualities. This shows gratitude and highlights the boss’s positive impact on your work and workplace. Here are some great qualities to consider highlighting in your review:

Acknowledging your boss’s positive qualities in a review shows appreciation for their leadership and highlights the qualities that make them exceptional.

When writing a positive boss review, including specific examples to showcase your manager’s achievements is important. Here are some commendation examples and positive feedback for your boss:

“[Manager’s name] consistently goes above and beyond to support our team and ensure that we meet our goals. Their dedication and hard work are truly inspiring.”

Using phrases like “above and beyond” and “dedication and hard work” highlights your boss’s exceptional qualities and shows your appreciation for their efforts.

“[Manager’s name] has been instrumental in fostering a collaborative and supportive team environment. Their leadership has helped us achieve great success and I’m grateful to be a part of this team.”

This compliment emphasizes your boss’s positive impact on the team and the value they bring as a leader. It also shows that you value the team dynamics and have a strong working relationship with your boss.

Other examples of compliments for your boss include:

  • “[Manager’s name] is an excellent communicator and always listens to our concerns.
  • “[Manager’s name] leads by example and sets a high standard for professionalism and work ethic.”
  • “[Manager’s name] has an incredible eye for detail and ensures that our projects are executed flawlessly.”

Remember, when complimenting your boss in a review, be specific and authentic. Use personalized examples to demonstrate their positive impact on you and the team.

Effective Ways to Show Appreciation for Your Boss

Expressing appreciation to your manager can help strengthen your professional relationship and build a positive work environment. Here are some effective ways to show gratitude and give positive feedback to your supervisor:

  • Be specific:   When providing feedback, provide concrete examples of what your boss did that you appreciated. This will help them understand exactly what actions they took that positively impacted you or the team.
  • Use “I” statements:  Focus on how your boss’s actions made you feel or affected your work. For example, “When you took the time to explain the project to me, it made me feel more confident in my work.
  • Provide feedback in person:  While written feedback is also appreciated, providing feedback in person is more personal and allows for a conversation to occur. Schedule a meeting with your boss to discuss your feedback and show appreciation.
  • Make it a regular habit:   Don’t wait for performance reviews or special occasions to express gratitude. Look for opportunities to show appreciation regularly.
  • Offer to help:  One way to show appreciation is to help your boss with a project or task. This demonstrates your willingness to support them and can also improve your skills.
  • Write a review:  Providing positive feedback in a review is an effective way to acknowledge your boss’s leadership and performance. Use specific examples and highlight their positive qualities. Express gratitude for their contributions to the team and the company.

The Power of Supportive Boss Feedback

When commending your boss in a performance review, choosing the right phrases and language can significantly impact you. Using effective and specific language, you can highlight your boss’s positive contributions and leadership skills , showcasing your appreciation for their efforts.

Using concrete examples is one effective way to showcase your boss’s skills. For instance, you might say, “I appreciate how you handled the recent project crisis. Your leadership and problem-solving skills were remarkable, and your guidance helped us resolve the situation quickly and efficiently.” This statement shows your boss that you value their actions and how they have positively impacted the team.

Another way to commend your boss is to use positive adjectives that accurately describe their qualities. For example, you might say, “You are an inspirational leader who motivates the team to do their best.” This statement highlights your boss’s leadership skills and ability to inspire others.

When commending your boss, being genuine and specific is essential. Avoid using generic phrases such as “good job” or “nice work,” as they lack specificity and can appear insincere. Instead, highlight your boss’s specific actions and behaviours that you appreciate.

“By using effective and specific language, you can highlight your boss’s positive contributions and leadership skills.”

In addition to praising your boss’s actions and behaviours, it’s also crucial to acknowledge their efforts and support for their team. For instance, you might say, “Thank you for always being available to answer our questions and provide guidance. Your support has helped me grow professionally and contributed to our team’s success.” This statement shows your boss that you appreciate their efforts and recognize their contributions to the team’s success.

When writing a boss review, being professional and keeping the tone positive is essential. Avoid using negative language or highlighting your boss’s weaknesses, which can be counterproductive and damage the working relationship. Instead, highlight your boss’s strengths and contributions and express gratitude for their leadership and support.

Demonstrating Appreciation for Your Boss Through Words

Regarding boss reviews, expressing appreciation for your boss through words can significantly impact their morale and motivation. A genuine compliment can go a long way in fostering a positive work environment and enhancing your professional relationship. Here are some tips to help you craft thoughtful compliments for your manager:

  • Be specific : Avoid generic compliments and focus on actions or qualities that make your boss stand out. This not only shows that you’re paying attention, but it also highlights their unique strengths.
  • Highlight their impact : If your boss has contributed to your personal or professional growth , mention it. This illustrates their effectiveness as a leader and acknowledges their positive influence.
  • Don’t exaggerate : While it’s important to express appreciation, it’s equally important to remain authentic. Don’t exaggerate or make false claims, as this can be insincere.

Remember, the goal is to show genuine appreciation and build a positive working relationship with your boss. Here are some examples of compliments you can use:

“I appreciate how you always make time to listen to my ideas and concerns. Your support has helped me grow both personally and professionally.”
“Your leadership and guidance have been invaluable to our team. Your ability to motivate and inspire us has brought out the best in everyone.”

By expressing appreciation for your boss in a review, you can foster a positive work environment and strengthen your professional relationship. Remember to be specific and authentic, highlighting their impact on your personal and professional growth . Complimenting your manager through words is a simple yet powerful way to cultivate a supportive and motivating work environment.

Section 8: Samples of Supportive Boss Reviews

Reading examples of supportive boss reviews can be helpful when crafting your message of appreciation. Here are some samples to inspire you:

“I’d like to express my gratitude to my boss, Jane, for her excellent guidance and leadership. She fosters a positive work environment and encourages us to reach our full potential. Jane goes above and beyond to make sure we have the resources we need and fosters open communication. Her dedication to her team is unparalleled, and I appreciate all that she does.”
“My boss, John, is an outstanding leader who sets an example for everyone around him. He creates opportunities for growth and development, fosters creativity and innovation, and provides a positive and motivational work environment. His guidance and mentorship have been invaluable to me, and I feel fortunate to have him as my boss.”

These are just a few examples of how you can show appreciation for your boss in a review. Remember to be specific and sincere in your compliments, highlighting their positive qualities and contributions to the team.

Tips for Expressing Gratitude in a Performance Evaluation

Expressing gratitude for your boss in a performance evaluation can strengthen your working relationship. It can also give your boss valuable feedback and encouragement to continue their positive impact. Here are some tips for highlighting good leadership skills in boss feedback and praising your boss in a performance evaluation :

  • Be Specific : When praising your boss in a performance evaluation, providing specific examples of their positive contributions is important. This can include successful projects they have led, effective communication skills , or inspiring leadership qualities.
  • Be Objective : Providing an objective and unbiased evaluation of your boss’s performance is essential. Focus on their strengths and areas where they have excelled while acknowledging areas where improvements can be made.
  • Use Strong Adjectives : Use powerful and descriptive adjectives when describing your boss’s positive qualities. Adjectives like “inspiring,” “energetic,” “committed,” and “innovative” can help convey the impact your boss has had on your work and team.
  • Provide Constructive Feedback : While praising your boss’s positive qualities is important, providing constructive feedback for areas where they can improve is also important. This can be done respectfully and professionally, highlighting specific growth areas.
  • Show Gratitude : Don’t forget to express gratitude for all the hard work and leadership your boss has provided. Showing heartfelt appreciation can go a long way in strengthening your working relationship and fostering a positive work environment.

The Impact of Boss Appreciation

Expressing gratitude and appreciation towards your boss can have a significant impact on the work environment. Not only does it foster a positive workplace culture , but it also encourages your boss to continue their effective leadership. Here are some boss appreciation phrases to consider:

“Thank you for always being approachable and supportive.”
“Your dedication and work ethic are inspiring.”
“You consistently challenge and motivate our team to achieve more.”

Positive boss testimonial examples also highlight the impact of expressing gratitude towards your boss, such as:

By acknowledging your boss’s positive contributions, you contribute to a motivating and supportive work environment.

Cultivating a Positive Relationship with Your Boss

Complimenting your supervisor in a review and expressing gratitude for your manager in a review can go a long way in cultivating a positive relationship with your boss. Acknowledging their hard work and positive qualities can build trust and rapport to benefit your professional collaboration and work environment.

Tips for Complimenting Your Supervisor in a Review

  • Be specific in your compliments, highlighting accomplishments or actions that demonstrate effective leadership
  • Use positive language and avoid negative or critical comments
  • Provide examples to illustrate your points
  • Keep it professional and avoid overly personal comments

Tips for Expressing Gratitude for Your Manager in a Review

  • Start with a sincere expression of gratitude and appreciation
  • Highlight specific actions or qualities that you appreciate about your manager
  • Explain how their actions or qualities have positively impacted you and the team
  • End with a positive note, expressing your commitment to working collaboratively with your manager in the future

Additional Strategies for Building a Positive Relationship with Your Boss

In addition to expressing compliments and gratitude in a review, the following strategies can also help cultivate a positive relationship with your boss:

  • Communicate regularly and proactively, keeping your boss informed of your progress and seeking guidance when needed
  • Show initiative and take on new responsibilities, demonstrating your commitment to the team’s success
  • Be respectful and professional at all times, even in challenging situations
  • Listen actively and demonstrate empathy, seeking to understand your boss’s perspective and concerns
  • Offer solutions and ideas, contributing to a collaborative and innovative work environment

By employing these strategies and expressing compliments and gratitude in a review, you can build a strong, positive relationship with your boss to benefit your professional growth and success.

Expressing appreciation and compliments for your boss in a review is a crucial action that can significantly impact your work environment. It’s essential to acknowledge your boss’s leadership and performance by providing positive feedback, highlighting their great qualities and effective leadership skills.

By doing so, you can cultivate a positive relationship with your boss, which can enhance your professional collaboration. Additionally, well-crafted compliments can contribute to a supportive and motivating work environment, boosting team morale and productivity.

So, let’s take action and demonstrate our gratitude for our bosses in a well-crafted review. Remember, a few words of appreciation can go a long way in strengthening your working relationship with your boss and creating a positive work environment.

Why is it important to express appreciation for your boss in a review?

What is the impact of boss appreciation, how can you effectively show appreciation for your boss, why is supportive boss feedback important in a review, why should you compliment your boss in a review, related posts:.

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How to Give Your Boss Feedback

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Working closely with anyone gives you useful insight into her performance. This is especially true of your boss, who you likely see in a variety of settings: client meetings, presentations, one-on-ones, negotiations, etc. But even if that insight could be helpful to your boss, is it your place to share it with her? Could you […]

Working closely with anyone gives you useful insight into her performance. This is especially true of your boss, who you likely see in a variety of settings: client meetings, presentations, one-on-ones, negotiations, etc. But even if that insight could be helpful to your boss, is it your place to share it with her? Could you be putting your job or your relationship at risk by telling her what you see or by giving her frank feedback? Giving your boss feedback, commonly called upward feedback, can be a tricky process to master. However, if offered correctly and thoughtfully, your insight can not only help your boss but also improve your working relationship.

write review for your boss

  • Amy Gallo is a contributing editor at Harvard Business Review, cohost of the Women at Work podcast , and the author of two books: Getting Along: How to Work with Anyone (Even Difficult People) and the HBR Guide to Dealing with Conflict . She writes and speaks about workplace dynamics. Watch her TEDx talk on conflict and follow her on LinkedIn . amyegallo

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30 leadership feedback examples for managers

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Examples of positive leadership feedback 

Leadership feedback for areas of improvement

Leadership feedback to improve key areas

Good leaders can be the difference between a workforce that thrives and a workforce that struggles. There's science behind the impact of good managers on your team's performance . 

It's more important than ever to promote winning leadership characteristics . With a tight labor market and companies looking to retain their top talent, feedback plays an important role in the leadership training journey . 

The following feedback examples relate to not only leadership but also supervision, managerial style, caring about direct reports, command skills, confronting direct reports, delegation skills, developing direct reports, fairness to direct reports, managerial courage, managing measurable work ,  and generally   being an exceptional leader.

You do a great job at leading by example. You’re someone others want to follow. Well done!

You often place others' needs before your own. This is great for becoming an effective leader, as you focus on the development of others rather than your own. Great work!!

You do a great job at providing the necessary structure, direction, and feedback to all your employees. Well done!

You’re really good at recognizing and rewarding staff achievements .

  • You have no problem allowing staff to assume responsibility for their actions, often encouraging them to take calculated risks.
  • You fully engage when listening to someone speak. You give your full attention by maintaining eye contac t, nodding your head, and often smiling. I really enjoy conversing with you.
  • You create a culture of mutual trust and caring by always acting with integrity, accountability , and transparency. Well done.
  • You’re really good at being able to transform our strategic vision into attainable action plans.
  • You respect others and others in the highest regard. This makes it really for you to earn the respect of others. Well done!
  • You often hold yourself accountable for your staff's performances. This can be good. However, it may also prevent your staff members from learning from their mistakes .

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Leadership feedback examples for areas of improvement

  • You tend to isolate yourself quite often. Try to engage more with the team or be more approachable.
  • Remember it’s ok to take negative actions sometimes, not every decision is going to be liked by everyone. Making a decision is better than letting tasks linger without an end result.
  • As a manager, it is expected that you are decisive. Try to be the one who ultimately makes the decision.
  • You tend to use your position as a way of dominating and intimidating others. Try putting yourself in your employees' shoes to understand ways of being less domineering and arrogant.
  • You seem to struggle with communicating to your thoughts to your direct reports. If you struggle with this try setting up one on one meetings to discuss how you could improve.
  • Being self-conscious about what people say or think may not be conducive to making decisions or making a stand. Remember not everyone is thinking about you as much as you think they are. Try to accept who you are.
  • You tend to give too much work to other team members and you end up not having enough work for yourself to do. Maybe delegate what you feel is the most important work to yourself before delegating other work.
  • You seem to have a manager style that instills fear in your employees. Try to be less hostile and accepting of others.
  • You often allow employees too much room for excuses. Try to adopt more of a hardline approach if you think they are not performing.
  • Setting high expectations can be good, but if these expectations are not attainable don’t expect to always see results. Try to lower the bar a bit and gradually get to the result you wish.

leadership-feedback-examples-team-meeting-with-leader-talking

Leadership feedback examples to improve key areas

  • If an opportunity presents itself, try to network at much as possible . Building key alliances could be vital for the business well being.
  • Try to identify and partner with the key business stakeholders of the company. This could lead to greater things for your department.
  • Communicating with other departments is important to the development of the company as a whole. Try to cross-pollinate your communication so you get a really good sense of what's going on at the company as a whole. Consider connecting with the internal communication team. 
  • Try to encourage and nurture an environment of trust and respect amongst your teammates. If the budget allows it, try to take them out on team-building activities. If your workforce is remote, you can do virtual team-building activities . 
  • Encourage ideas by inspiring your team members to be more innovative and engaging.
  • Make people want to seek your advice about matters concerning them. Become the leader people feel comfortable with.
  • Learning other people’s leadership preferences and adjusting your leadership style to them can be important for their personal development .
  • You need to appreciate that things can be accomplished in many different ways. if the goals are accomplished, it doesn't matter how they get there.
  • You have a fantastic work effort and people often wonder how you get to spend time on the things you love in your personal life. Try to balance your work hours with your personal life . 
  • When you see leadership opportunities in the industry or at charity events, try to put your skills to good use and volunteer for these events.

For any organization, leadership is the lynchpin to success. Make sure you're setting your leaders up for success — and unlock the full potential of your employees . 

With BetterUp, you can provide individualized support for your managers. Virtual coaching can help your leaders flourish under pressure, navigate change and uncertainty, and build meaningful connections . In the end, you'll find your workforce will be more mentally fit and better equipped to handle whatever life throws at them. 

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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Giving Feedback to Managers: 53 Examples

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Crafting feedback for a line manager can be daunting. You may want to recognise the hard work your manager does, or give them honest constructive feedback that will help them grow and improve, but, either way, you need to do it without compromising the working relationship.

We know a lot of you are wondering how to give 360 feedback to your boss in a performance appraisal setting, too. With that in mind, we wanted to share our favourite examples of employee to manager feedback , sometimes known as upward feedback in a 360 performance review . We highly recommend you download our template , so you can scan through it anytime you need inspiration, and use our samples as a handy manager feedback template.

Giving feedback to managers examples

Our manager feedback examples can be used in reviews, one-on-one meetings, in casual catch-ups and for providing feedback through Frankli. 

We've created templates for all kinds of feedback, including peer feedback and constructive feedback over in our feedback category , where you'll also find tips for giving feedback that impacts on employees' performance. Whether you're trying to transform company culture through feedback or you just want to tell team members that they're doing a great job, we've got everything you need to know to have more productive feedback conversations.

Looking for a specific type of feedback that we haven’t included to further enhance your communication skills? You can get in touch to let us know via LinkedIn .

What are Some Examples of Feedback for a Line Manager?

Here we’ll share both positive and constructive feedback examples for managers. Simply keep reading, or download our template to have them at your fingertips, always. If you're crafting a longer piece of feedback, it may also help to use our sample feedback opening and closing line templates.

Feedback Examples for Managers - Ways to Say Thank You:

1. “Thanks so much for helping me set clear, actionable goals for myself this year. Your guidance really kept me on the right track.”

2. “I can’t thank you enough for your encouragement and support.”

3. “Thank you for always being forthcoming with praise and recognition.”

4. “Thank you for prioritising (feedback/recognition/work-life balance).”

5. “Thank you for going the extra mile this year when I was struggling with (my workload/my health/the transition to a new role).”

6. “You’ve given me an opportunity to grow and learn new skills, which is something I’m so grateful for.”

7. “I’m so grateful for your patience as I get to grips with my new role.”

write review for your boss

Positive Feedback Examples for Managers:

With this kind of feedback, you're looking to reward positive behavior and recognise the good work and extra effort that your manager brings to their role.

8. “I really appreciate the clarity you provide on each new project.”

9. “I always feel more (optimistic/confident/energised/inspired) after our one-on-one meetings.”

10. “Your (work ethic/dedication/perseverance/can-do attitude/passion/creativity) sets an incredible example for the whole team.”

11. “You inspire me to work harder and think more creatively.”

12. “I really appreciate the flexibility you’ve shown me this year. It helps me be my most productive self and hugely contributes to my happiness at work.”

13. “You’ve really helped me build upon my skill set this year.”

14. “Your encouragement has been crucial in helping me reach my goals.”

15. “You really take the time to listen to my concerns, which I really appreciate.”

16. “I really appreciate your willingness to chip in when things get busy.”

17. “You’ve given me some really useful tips on (leadership/project management/customer support).”

18. “I really appreciate the care you give to balancing workloads, so that I never feel overwhelmed, even at busy times.”

19. “You’ve given me the confidence to work more independently this year.”

20. “Your feedback is always so insightful and helps me to identify room for improvement.”

21. “It meant so much to me that you recognised my efforts in (Project X).”

22. “Your positivity always helps keep spirits high on our team.”

23. “I'm a big fan of your management style. Your (hands-on/hands-off/creative/detail-oriented) approach has really helped me to thrive in my role.”

24. “I really appreciate the hands-off approach you took with (Project X). It challenged me in all the right ways.”

25. “Clear direction is critical to my success and you always provide it.”

26. “The (system/platform/program) you introduced for (performance management/sales tracking/collaboration) has helped me become so much more efficient.”

27. “I appreciate the effort you put into (feedback/praise and recognition/workload management).”

28. “Since we started working together, I’m enjoying my work so much more.”

29. “Your hands-off approach really helps me to stay focussed on my goals.”

30. “Your enthusiasm is infectious - it makes everyone on the team strive for excellence.”

31. “It’s really comforting to know that your door is always open and that I can come to you with questions or issues.”

32. “The coaching and mentoring opportunities you’ve provided have been invaluable.”

33. “I genuinely couldn’t have (completed Project X/achieved my goals/progressed to my new role) without you.”

write review for your boss

Feedback Examples for Managers - Constructive Feedback:

Often, employees feel nervous about giving this kind of feedback, but it tends to be the most valuable in terms of impacting performance.

34. “I know how busy you are, but I would love to have more regular 1:1s with you, as I find your feedback and guidance so helpful.”

35. “I’d love to get even more support from you in the early stages of new projects. Once I’m on the right side of the learning curve, I can take it from there.”

36. “I would love to work together on a plan for adjusting my workload.”

37. “I would love to hear you give more context when providing feedback. I think it would be useful for the whole team to understand how their work feeds into the company’s success.”

38. “I really appreciate the time and attention you give to constructive feedback, but I’d love to hear more positive feedback too.”

39. “I’d like to hear more detail on your strategy for the next couple of months. It would really help me put my work into context.”

40. “I think if we could work on using more positive language in team meetings, it would really boost morale.”

41. “I really admire your attention to detail, but I think my performance would improve if I had a little more freedom in my role.”

42. “I would love to have a little bit more freedom to use my own judgement. I think that would really help me grow into this role.”

43. “I appreciate your trust, but I would love to have a little bit more guidance from you.”

44. “I would love to see you be more forthcoming with praise and recognition.”

45. “I would love the opportunity to find new challenges in my role.”

46. “I see room for improvement in the way you conduct meetings. I think they could be more efficient if we stick closely to our agenda.”

47. “I think the team could really benefit from (an employee recognition program/more one-to-one meetings/more structured meetings/clearer communication/clearer goals.”

48. “I sometimes feel unsure about my goals, maybe this is something we can both work on over the next few months.”

49. “I really appreciate your dedication to ensure goals are met, but sometimes this has a negative effect on (morale/work-life balance/productivity/engagement).”

50. “I think we could benefit from more detailed discussions around expectations, so we can both avoid disappointment.”

51. “I really admire your work ethic, but I think you could benefit from delegating more. I’d be happy to take on a few more responsibilities this year.”

52. “I’ve noticed that a few meetings have been missed lately. What can we do to address this?”

53. “I think it’s important that we discuss projects in more detail at the outset, so we’re all on the same page.”

Frankli provides companies with intuitive channels for giving, receiving and requesting feedback at all levels of the organisation. Learn more about Frankli.

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145 leadership performance review phrases examples: transform leadership at your company.

Get inspired by our curated list of 145 impactful review phrases. Revamp your appraisals, transform leadership, and drive success at your organization.

Performance reviews are pivotal in shaping leadership at any organization. They provide leaders with invaluable insights into their strengths and areas for improvement. 

Striking the right balance between candid feedback and motivational reinforcement fosters growth and continued success.

In other words: mere compliments drive your employees into complacency, while continuous, unfiltered criticism brews resentment . The magic of great performance reviews lies somewhere in the middle.

But that is surely easier said than done. 

In this article, we'll share 145 leadership performance review phrases designed to drive transformation at your company. 

These sample phrases cover various leadership dimensions, providing a comprehensive toolkit for your leadership appraisals .

Performance review software Zavvy

💼 145 Leadership performance review phrases

Now that we've understood the importance of effectively framing feedback in leadership performance reviews let's dive into the heart of this guide - leadership performance review phrases. 

This section is a treasure trove for anyone involved in the review process, offering valuable phrases categorized by critical aspects of leadership performance.

We will provide diverse phrases for:

  • positive feedback;
  • feedback for areas of improvement. 

These sample performance review phrases for leadership come from multiple perspectives: superiors, peers, and direct reports. 

This variety ensures you're equipped with the right phrase for any review scenario.

 Leadership Assessment Template on Zavvy: Survey builder

🗣 Communication

Positive performance review phrases for leadership.

From a superior

"Your clear and concise communication effectively keeps the team aligned with company goals."

"You articulate your thoughts effectively, which drives clarity and alignment within the team."

"Your active listening skills create an environment where everyone feels heard."

From a peer

"Your proactive communication helps prevent misunderstandings."

"Your empathetic communication style makes others feel understood."

"Your ability to explain complex ideas in simple terms is admirable."

From a direct report

"Your openness to communication makes us feel valued and heard."

"Your constructive feedback helps us understand areas of improvement better."

"Your positive reinforcement encourages us to put in our best efforts."

Recurring check-ins on Zavvy

Leadership performance review phrases highlighting areas for improvement

"Consistent communication about project updates and changes would enhance team efficiency."

"A little more effort towards actively seeking and incorporating team input could further improve team dynamics."

"Improving clarity in communication, especially during stressful situations, would be beneficial."

"Sharing key decisions and updates in a timely manner would help in better planning."

"Sometimes, your communications are a bit terse and could be perceived as dismissive."

"While you communicate well, being more open to others' perspectives could enhance team collaboration."

"More two-way communication could make the team environment more inclusive."

"Having more regular check-ins or one-on-ones would be appreciated."

"A little more praise and recognition would help us feel more valued."

⚖️ Decision-making

"You demonstrate excellent decision-making capabilities under pressure."

"Your data-driven decision-making approach is commendable and contributes significantly to our success."

"The intuition you bring to your decision-making often provides fresh perspectives."

"Your ability to make swift, well-informed decisions positively impacts our work."

"Your transparency about your decision-making process builds trust within the team."

"Your thoughtful consideration of different perspectives before making decisions is greatly appreciated."

"Your decisions consistently show a deep understanding of our team's capabilities and potential."

"Your confidence in your decisions inspires us to follow your lead."

"Your ability to balance business needs and team well-being in your decisions is commendable."

"Taking some more time to consider all available options and perspectives may improve your decision-making process."

"Sometimes, seeking input from team members more actively could enhance decision quality."

"Balancing quick decision-making with thorough analysis can be beneficial."

"More open discussions before final decisions could foster a sense of team ownership."

"Sometimes, explaining the reasoning behind decisions could prevent misunderstandings."

"A slightly more measured approach could help in situations that require delicate decision-making."

"Sharing the bigger picture that informs your decisions could help us understand them better."

"A bit more predictability in decisions could help us align our efforts better."

"Revisiting and reassessing decisions, when new information emerges, would be beneficial."

🚀 Strategic thinking

Positive leadership review sample phrases.

"Your ability to foresee and plan for potential future obstacles is impressive."

"You consistently demonstrate strong strategic thinking in aligning team efforts with company goals."

"Your creative solutions to complex problems showcase your strategic mindset."

"Your insightful strategic planning helps our team navigate through complex situations."

"Your ability to connect small tasks with our broader strategy aids in keeping our focus."

"Your long-term planning helps provide clear direction and reduces confusion."

"Your strategic guidance provides us with a clear direction and inspires us to achieve more."

"Your ability to clearly communicate strategic plans helps us understand our roles and responsibilities better."

"You successfully balance day-to-day operations with strategic planning."

"Balancing short-term necessities with long-term strategic goals could further strengthen your leadership."

"Incorporating more diverse perspectives in your strategic planning may yield innovative solutions."

"Improving the communication of strategic plans to the team could help in aligning efforts better."

"A little more flexibility in adapting strategic plans to changing circumstances could be beneficial."

"Consider including team input in strategic planning for a more holistic approach."

"Balancing risk-taking with careful planning could enhance strategic outcomes."

"More transparency in strategic planning could make us feel more involved and committed."

"Revisiting and adjusting the strategy based on our feedback could lead to better team alignment."

"Clearly connecting individual tasks to the strategic plan could increase our sense of purpose."

🏢 Business acumen

"Your understanding of our industry trends and challenges consistently contributes to our strategic decisions."

"You demonstrate a solid understanding of our business model and revenue streams."

"Your ability to connect your team's work with our business goals is commendable."

"Your insights into customer needs and market trends help shape our team's approach."

"You always consider the financial impact while making key decisions."

"Your ability to foresee potential business risks and opportunities is impressive."

"Your deep understanding of our business helps us see how our roles contribute to the bigger picture."

"Your ability to explain complex business concepts makes it easier for us to align our efforts."

"Your understanding of our competitors and market trends keeps us ahead in our strategies."

"Deepening your understanding of our key customers could further enhance your decision-making."

"Continuously updating your knowledge about emerging industry trends could provide a competitive edge."

"Understanding and leveraging the financial implications of your decisions could boost team performance."

"Applying a more customer-centric approach to decision making could improve outcomes."

"Understanding the financial implications of our projects could help in planning and resource allocation."

"Taking time to share your business insights with the team could help us align better."

"Helping us understand the financial aspects of our projects could help us contribute more effectively."

"Sharing more about industry trends and competitive landscape could enhance our business understanding."

"Providing regular business updates could help us stay aligned with company goals."

🎯 Meeting performance targets

"You consistently meet and often exceed your performance targets."

"Your commitment to your targets sets a strong example for the team."

"You display a commendable ability to balance quality and quantity in meeting your targets."

"Your consistent performance sets a high standard for the team."

"Your focused approach helps you meet your targets without compromising on quality."

"Your strategic planning ensures you consistently meet your targets."

"Your ability to meet your targets while supporting us in meeting ours is truly inspiring."

"You strike an excellent balance between achieving your targets and helping us achieve ours."

"Your strong commitment to your targets motivates us to do our best."

Goals management on Zavvy

"Setting more realistic targets and creating a roadmap to achieve them could improve your performance."

"Balancing ambitious targets with the team's capacity could reduce stress and improve outcomes."

"Regularly reviewing and adjusting targets based on team feedback could improve team engagement."

"Sharing your strategies for meeting targets could help us improve our own performance."

"Being more transparent about your targets could foster a sense of shared responsibility."

"Balancing personal targets with team goals could enhance team collaboration."

"Helping us understand how our targets align with yours could boost our motivation."

"Providing more support in achieving our individual targets could help us perform better."

"Recognizing our efforts in meeting targets, even when we fall short, could boost team morale."

🤝 Coaching people

"You have a knack for identifying and nurturing talent within your team."

"Your coaching skills have clearly impacted your team members' development."

"You consistently provide constructive, actionable feedback to your team."

"Your willingness to share your knowledge and expertise helps everyone grow."

"You have a unique ability to boost confidence and inspire others to improve."

"Your openness to learning from others, even while coaching them, is commendable."

"Your guidance has been invaluable in my professional growth."

"Your constructive feedback has helped me improve my skills and performance."

"You create a safe space for learning, making mistakes, and improving."

"Focusing more on individual coaching based on each team member's unique strengths and areas of development could enhance team performance."

"Balancing directive coaching with a more facilitative approach could help build autonomy within the team."

"Being more receptive to feedback from team members could make your coaching even more effective."

"A little more patience and empathy in your coaching style could be beneficial."

"Considering different learning styles in your coaching approach could improve its effectiveness."

"Continuing to learn and evolve your coaching techniques could further enhance your impact."

"Providing more opportunities for hands-on learning could enhance your coaching."

"Balancing positive feedback with constructive criticism could make your coaching more encouraging."

"Offering more individualized attention during coaching sessions could help me grow faster."

💬 Giving feedback

"Your feedback is always timely, specific, and actionable."

"You balance praise with constructive criticism effectively in your feedback."

"You create a safe environment for giving and receiving feedback."

"Your feedback always provides clear direction for improvement."

"You deliver feedback in a respectful and considerate manner."

"Your openness to giving and receiving feedback fosters a culture of continuous improvement."

"Your feedback helps me understand where I stand and where I can improve."

"Your positive feedback boosts my confidence and motivation."

"Your constructive feedback is always delivered in a supportive, non-threatening manner."

Muti-rater performance reviews on Zavvy - linking performance appraisals to role-specific competency models

"Striving for timeliness in delivering feedback could make it more impactful."

"Balancing feedback on areas of improvement with positive reinforcement could boost team morale."

"Inviting more feedback from your team could foster a two-way communication culture."

"Remember to give positive feedback as readily as you offer constructive criticism."

"Delivering feedback in a more private setting could make it easier for people to accept and act upon it."

"Being more open to receiving feedback could enhance team dynamics."

"Providing more regular feedback could help me stay on track."

"Balancing feedback on tasks with feedback on professional development could enhance my growth."

"Providing more specific and actionable feedback could help me improve faster."

360 Feedback toolkit for growing businesses

🧭 Management style

"Your management style fosters a positive work environment, leading to high team morale."

"You successfully balance delegation and support, fostering independent problem-solving skills your team."

"Your adaptive management style effectively meets the diverse needs of our team."

"Your open and transparent communication style builds trust within our team."

"Your inclusive management approach ensures everyone's voice is heard and valued."

"Your ability to balance result orientation with people orientation is commendable."

"Your empathetic management style makes us feel supported and motivated in a difficult situation."

"Your ability to adapt your management style to different situations helps us navigate challenges effectively."

"Your approachable style encourages open communication and feedback."

"Adapting your management style to individual team members' needs could enhance team engagement."

"Balancing your task-oriented approach with more relationship-building could boost team morale."

"Demonstrating more flexibility in your management style could help navigate our dynamic work environment."

"Being more open to diverse viewpoints could enhance your inclusive management approach."

"Balancing delegation with ensuring adequate support and resources could improve team outcomes."

"Continually refining your management style in response to team feedback could enhance team dynamics."

"Being more flexible in your management approach could support our diverse work styles."

"Balancing goal-setting with providing the necessary resources and support could boost our performance."

"Creating more opportunities for team interaction could strengthen our team dynamics and collaboration."

🚨 Remember, these are guidelines to help you frame your reviews. Feedback should always be personalized and relevant to the individual's performance and context. 

👀 For more inspiration and guidance, peek at our additional resources with loads of examples: Peer review examples , leadership self-evaluation examples , and upward feedback examples .

Once you've gathered your insights from performance reviews, it's time to turn them into growth. 

Help your leaders understand their strengths and areas of improvement with these SMART Goal examples for leaders and a well-structured leadership development plan . 

leadership development plan template download

🕵️‍♀️ 5 Reasons why how you frame your performance reviews can lead to better results

How you frame reviews impacts how effective they are. That is not to say you should never share negative or constructive feedback. Quite the opposite. The key is formulating the reviews in a way that can encourage change and improvement.

5 Reasons why how you frame your performance reviews can lead to better results

Cultivate a growth mindset

When you focus your reviews on development and learning, you encourage leaders to adopt a growth mindset. They'll start viewing challenges as stepping stones to improvement, not as criticisms of their abilities. 

Boost resilience

Feedback can build resilience, an invaluable trait for maneuvering complex business landscapes. Presenting feedback as a learning journey helps leaders handle future setbacks instead of looking at them as a career end-all. 

Amplify empathy and emotional intelligence

Well-structured feedback enhances leaders' emotional intelligence, making them more aware of their actions and how these actions affect others. 360 leadership assessments give you a range of insights, allowing you to help your leaders foster empathy, refining their interactions with team members and enhancing the work environment.

Stimulate innovation and calculated risks

When leaders realize your constructive feedback is integral to their growth, they'll take calculated risks and innovate . They'll understand their efforts are valued and their missteps are seen as learning opportunities.

Boost motivation and engagement

Performance reviews that highlight a leader's accomplishments and potential for growth can significantly boost their motivation and engagement. 

When leaders feel valued and see clear opportunities for advancement , they're likely to exert extra effort and achieve better results.

📝 If you want your performance appraisals to be something more leaders look forward to, use our range of performance appraisal forms , complete with a guide and purpose-based templates. This can help you organize and manage feedback effectively, resulting in more productive performance reviews and better outcomes for leaders and their teams.
❓ To customize our templates, check out 44 sample 360 feedback questions for leadership .

💡 Tips to ensure successful leadership performance reviews  

We asked HR experts/founders how they conduct performance reviews for employees with leadership potential. Here's what they told us.

Give the “5 Whys framework” a try

Venkatkrishna Rao, Product Leader at Amazon Ads , has a unique take on performance reviews for go-getters . He says:

"There is a peer-level expectation for everyone at Amazon to know their stuff several layers deeper. It is hard work. A good example of Dive Deep (a principle commonly followed at Amazon) is the '5 Whys framework'. It is not uncommon for VPs to get into the minutest of details during leadership reviews."

The "5 Whys framework" is helpful if you want to be as thorough with your leadership performance reviews as possible. It is exactly what it sounds like:

  • You state the problem.
  • You ask "why" 5 times. 
  • The answer to the 5th why is usually the root cause of the problem. Work with this to help the leader address the issue. 

How to Implement“5 Whys Framework”

If we apply that to a performance review for leaders, here's what it would look like:

Step #1: State the problem: Your leader is a great self-starter but terrible at teamwork. 

Step #2: Ask the whys:

  • 1st Why? They prefer to handle tasks alone and seem uncomfortable delegating work or relying on others.
  • 2nd Why? They are worried that the team members may not perform tasks to their high standards or meet the deadlines.
  • 3rd Why? Past experiences of missed deadlines or subpar work from the team members have led to this worry.
  • 4th Why? There is a lack of clear communication of expectations and proper training for the team members to perform their roles effectively.
  • 5th Why? They have not invested enough time in developing the skills of the team members or establishing robust communication channels.

Step #3: Analyze the root cause: The leader's lack of skill in team development, setting clear expectations, and communication is causing poor teamwork. The team, on the other hand, needs to develop better skills and time management to earn trust. 

Now you can:

  • Develop solutions and strategies with this root cause in mind.
  • Avoid making generic statements that provide zero value to the leader under review.

Use the OREO technique

Michael Green , co-founder of Winona , a female-founded anti-aging wellness center. He says:

"For constructive criticism, feedback is arguably the trickiest. Use the OREO technique. Start by addressing what direct reports did well , then address what could have been improved or missed the mark. Provide instructions or clarity on hitting those goals before ending with overall comments on performance. 

Criticism is best sandwiched between positive or neutral comments, especially when the feedback is sensitive ."

💡 For more tips, check our in-detail guide that will prepare you to ace constructive feedback for executives .

➡️ Drive leadership performance and growth with Zavvy

Performance reviews can be a complex process, especially when evaluating leadership roles. 

Our performance review software streamlines the entire process, ensuring effective reviews that help leaders grow.

Skill and competency assessments on Zavvy - employee self-appraisal survey

Our performance review platform offers:

  • Custom rating scales that match your company's feedback culture.
  • The possibility to collect multi-rater (360) feedback .
  • Automations that make admin work a breeze: for your recurring feedback cycles, you just need 15 clicks to set it and forget it. 
  • Feedback calibration for ensuring fair reviews.
  • Advanced analytics that allow you to zoom in on individual and team competency profiles and skill gaps.
  • The ability to connect performance reviews to leadership competency models and career progression frameworks .
While performance reviews help identify areas of strength and improvement, real growth comes when those insights are turned into actionable development plans. That's where our employee development software comes into play.

Unlock a new level of employee performance and skill insights with Zavvy

With our employee development platform , you can:

  • Develop custom learning paths : Every leader is unique, and so should their development plan. Our platform allows you to customize learning paths to suit individual leadership styles and needs.
  • Track progress: Monitor the progress of your leaders on their development paths in real time, enabling timely adjustments and support.
  • Support continuous learning: Encourage a culture of continuous learning with a rich repository of resources. 

And you can enlist the help of Zavvy AI to make the process even faster .

Zavvy AI Competency Coaching

The key to building great leaders is to identify their needs and provide for them without breaking the bank. Our employee enablement platform will show you how.

📅 Book a demo now to learn more.

Zavvy 360 degree growtth system

How would you describe leadership in a performance review?

Leadership in a performance review is described in terms of how well an individual can motivate, inspire, and guide their team toward achieving common goals. It includes their ability to communicate effectively, make sound decisions, foster a positive work environment, and influence others. 

Key aspects that are assessed would be: 

  • problem-solving abilities;
  • strategic thinking;
  • emotional intelligence;
  • adaptability;
  • ability to delegate;
  • empower others.

Leadership competency model template

How do you comment on someone's leadership skills?

When commenting on someone's leadership skills, it's essential to provide specific examples of situations where their leadership was demonstrated. This can be in the form of how they managed a project, handled conflict, or guided their team to success. 

For instance, you might say, "John has shown exceptional leadership skills in the XYZ project, demonstrating his ability to manage resources efficiently and keep the team motivated throughout."

What do you write in a self-evaluation for leadership?

In a self-evaluation for leadership, you should reflect on your leadership achievements, improvements, and areas for further development. 

An example might be:

"Over the past year, I have worked to improve my communication skills, resulting in more efficient team meetings. I have led my team to achieve an X% increase in performance on project Y. 

However, I need to develop my delegation skills, and I plan to work on this over the next quarter."

What are some useful performance review example phrases?

Here are some example phrases that could be useful in a performance review:

  • "You consistently display strong leadership skills and successfully leads the team towards achieving their goals."
  • "You need to develop better communication strategies to effectively convey their vision to the team."
  • "You have made significant improvements in their ability to delegate tasks, leading to increased productivity within the team."
  • "You are adept at problem-solving, often providing innovative solutions that benefit the team and the project."
  • "While you have shown potential in leadership roles, you would benefit from further development in conflict resolution strategies."

Remember, a performance review should always be constructive, balanced, and specific to help the individual grow and improve in their role.

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Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

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5 examples of how to provide employee feedback for managers

by Kellie Wong

Updated on May 31, 2023

Employee feedback for managers

Create a culture that means business™

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Employee feedback is an opportunity for managers to improve their performance and listen to their team. Often, we think of feedback as a one-way street with managers providing feedback to their direct reports. We must remember that feedback is best utilized when it’s a two-way street—it’s equally important and valuable to have employees provide feedback for managers. This is especially important given only 29% of employees say their leader’s vision for the future is aligned with the organization’s, and 16% of employees say their leader’s vision is never or rarely aligned.

These stats can be unsettling for HR professionals . So, what can you do? Promote consistent communication. A study by MIT found that communication was the most critical key to success . Encouraging employees to regularly share feedback for managers is a great way to initiate and continue important conversations in the workplace.

This article will focus on specifically helping employees when it comes to providing feedback to managers—why upward feedback is important, examples of employee feedback for managers, how HR can support, and more.

Why upward feedback is important

Managers play a critical role in the employee experience. In fact, Gallup estimates that managers account for 70% of variance in employee engagement scores. If you want to keep your workforce engaged and motivated, start holding managers accountable to keep in contact with their teams. Managers should encourage their direct reports to provide upward feedback on a regular basis and hold follow-up meetings to build collaborative action plans together. Failure to do so can result in disengagement and even worse, high turnover . In fact, more than half of respondents cited a bad manager as the top contributor to a toxic work culture .

A key benefit of upward feedback is that it helps shed light on “in-the-trench” issues that managers may otherwise be unaware of. For example, did you know only 26% of employees who say they’re burned out have told their manager or HR about it? If managers are alerted by their direct reports about potential burnout, they can take real-time action before it’s too late. Give employees a safe space to be open and honest with their manager about their work challenges, whether it’s through one-on-one meetings or anonymous engagement surveys .

Currently, as many as 90% of workers say they’re more likely to stay at a company that takes and acts on feedback. Yet, only 12% of employees feel that their manager is doing a great job with soliciting feedback. It’s time for managers to embrace upward feedback as an opportunity to grow as a leader and engage their team. After all, 71% of employees find critical feedback helpful and motivating.

How to Give Feedback to Managers

  • What kind of feedback should you give to a manager?

Like everyone else, managers want to hear positive feedback on their performance — but that doesn’t mean that employees can’t share constructive criticism. Employees should be encouraged to share their comments directly with their manager and should have tools and processes in place to do so effectively.

Feedback from employees to their managers can be informal or formal in nature and don’t need to be mutually exclusive:

Informal feedback: Occurs spontaneously, in the moment or during an interaction. Formal feedback: Planned and systematically scheduled into workflows

In general, there are four types of constructive feedback:

  • Negative feedback : Critical or constructive comments about previous behavior
  • Positive feedback: Affirming comments about previous behavior
  • Negative feed-forward: Critical or constructive comments surrounding future performance
  • Positive feed-forward: Affirming comments surrounding future behavior

While employees can provide feedback at any time, it’s often best done when neither individual (the employee nor the manager) are stressed or frustrated. During 1:1s, quarterly reviews, or during scheduled meeting times are good opportunities to provide manager feedback.

Feedback should be:

  • Clear: Well thought-out and communicated directly with the manager
  • Succinct: Concise and pointed comments based in fact
  • Specific: Be prepared to provide examples and suggestions for improvement

5 steps on how to give Managers Feedback.

How to give manager feedback (with examples)

In theory, giving feedback is easy, but it’s much harder in practice. Although it can be difficult to provide upward feedback in the moment, it’s important to not wait too long. Feedback given long after the fact will let the issue continue, and it will mean less to the manager after it’s finally given. It could even cause a negative reaction that nothing was said sooner.

To help make the process easier for employees, we’re sharing several best practices for giving feedback to managers, including a few real-world examples.

1. Asking for more guidance

Employees should feel empowered to tell their managers when they need more direction. For example, if you need more guidance on a project, but you know that your manager (and you) hate handholding. Here’s one way to approach this, while showing that you’re proactive and wanting to improve your performance:

Example: “I know you’re busy, but it would help me to have more regular check-ins with you. That way, I can guarantee that I’m on the right track. I’ll better understand what you look for in final projects, get over the learning curve, and then be able to run on my own.”

This informs managers that they need to give more guidance to the employee and that there might be a communication gap. This type of upward feedback will help employees gain managerial support and direction, while improving the way they communicate with their managers moving forward.

2. Offering words of appreciation

Does your manager recognize you frequently? If so, consider returning the favor. Managers want to be recognized just as much as employees. Up to 53% of senior leaders (such as VPs and directors) and 42% of senior managers want more recognition in the workplace. It’s important for employees to give managers positive feedback and offer words of appreciation . If you want to publicly thank you manager for being supportive and recognizing your efforts, you can say the following:

Example: “Thank you for making it a priority to highlight my work. I spent a great deal of time preparing that report, and it meant so much to me that you recognized my efforts in front of everyone during your presentation.”

This also lets the manager know that the employee is inspired by praise and recognition . The manager can then continue to acknowledge the good work that the employee is doing, and maybe even bring them into more meetings with senior leadership.

3. Expressing feelings of stress

Another situation where employees should give their managers feedback is when they’re feeling overworked or overwhelmed. For example, if your manager gives you another task or project, but you know that it’s going to make your plate so full that you won’t perform at your best, you could say the following:

Example: “After some thought, I believe that taking on this extra project would hinder my overall performance. I’m already dedicating 20 hours per week to my client work and another 15 hours to sales enablement, which leaves very little time to help on partnerships. My concern is that I wouldn’t have enough time to fully dedicate to this new area. Can we talk about how to adjust my workload?”

Managers who receive this feedback might not realize how much their employee has taken on. There are likely ways for the manager to modify expectations or switch projects around to ensure that the employee can perform at their best .

4. Providing constructive feedback

If you’re going to say something constructive to your boss, ask whether you can provide feedback first. This is a common courtesy, and prepares your manager for the potential of negative feedback. Once they agree to receiving feedback, preface a difficult comment by two recognitions. Presenting words of appreciation first helps managers feel like you’re recognizing their efforts, too.

Then, dive into the issue at hand. Don’t describe what you’d do if you were the boss, or presume you know everything about the situation—this can cause manager defensiveness. Instead, John Baldoni, a leadership consultant and coach suggests that you frame feedback in the form of your perceptions . For example, your manager came across as a bit abrasive, and it stirred up negative reactions among employees. It’s a fine line to walk to have such a conversation with your manager without causing offense, but you could say something along the lines of:

Example: “Can I offer some feedback?”  [Manager agrees.] “You had really good insights and did a great job explaining such a large analysis. But, I noticed that some people in the sales meeting looked disengaged right away. From my perspective, I’m wondering if it might help to start your presentation offering context behind why you’re holding these meetings and acknowledging the team’s recent accomplishments first, before diving into the critiques. This type of approach might resonate better with the team and remind them that you’re there to be a source of help.”

Phrasing feedback this way helps to focus on the fact that you’re working together as a team with a growth mindset approach . Remember that managers want praise for hard work as much as employees do. Think about your own experiences—it feels less criticizing to receive critiques that are balanced with praises. The same goes for your manager.

5. Phrasing feedback as a question

If you’re looking for a different approach than the recognition-first method, try phrasing the feedback as a question. Begin by putting yourself in your manager’s shoes and showing empathy . Make your feedback about specific actions, rather than personality. Managers should be able to actually address the feedback you’re giving.

It might also help to propose potential solutions. This way, you can come in with ideas and appear more proactive. For example, let’s say you’re having a tough time approaching your manager regarding client meetings. You notice clients aren’t satisfied with your manager’s work and you want to help provide feedback on ways to improve. Below is an example of what you could say:

Example: “I know it’s hard to be objective when you’re in the weeds. Would it be helpful for me to track and share my outsider observations of client receptiveness throughout the project? I could take notes that we can review each week and brainstorm on how to keep refining the project so it gets better and better.”

Sometimes you can directly phrase your feedback as a question to simply open up the conversation and put the ball in your manager’s court. For example, if you want to have a candid conversation about needing more support, you can simply ask, “Do you think we have enough resources to meet our goals this year?” Your manager can provide his/her thoughts and you both can continue an organic conversation. Eventually, you can elaborate more on your feedback once you’ve given your manager the chance to share first.

  • Questions to ask employees for manager feedback

Getting honest, constructive feedback is important for improving manager performance. The quality of the questions you ask employees about their managers matters. To get a complete picture, and to help identify areas for improvement, here are five things to keep in-mind when asking employees for manager feedback:

  • Communication skills Examples: – Are you comfortable communicating with your manager? – How often do you receive recognition from your manager? – Does your manager clearly communicate their performance expectations?
  • Leadership skills Examples: – How confident are you in your manager’s leadership capabilities? – Is your manager equipped with the skill set to effectively manage your team? – Is your manager a good role model for you and your team?
  • Mentorship Examples: – Would you consider your manager a mentor? – Do you see career advancement opportunities for you within this company? – Has your manager provided you with mentorship opportunities?
  • Support Examples: – Do you feel that the expectations of you at work are reasonable? – When you request support, does your manager act promptly? – Does your manager express interest in your well-being outside of work?
  • Work-life balance Examples: – Do you feel that your manager cares about your mental health and well-being? – Do they recognize the importance of personal time? – Does your manager encourage you to have downtime and to use vacation?

Growth Ideas For Manager Feedback

  • When it’s time to turn to HR

If all else fails and your manager just isn’t receptive to feedback, try talking to HR. HR is there to help. A recent survey by Zety revealed that 57% of respondents wouldn’t report interpersonal challenges with their manager. Luckily, more than half the population believes that HR is trustworthy, and nearly 70% of employees feel that HR takes the side of the employee. The key is for HR to resolve any disputes in a fair manner that is reflective of a culture of feedback.

Let’s dive into ways that HR can help support an upward feedback culture.

How HR can Support Two-Way Feedback for employees and managers

How HR can support two-way feedback

Managers and employees shouldn’t feel alone in this process. HR can help support two-way feedback for both parties. HR can train leaders to view employee feedback as an opportunity to improve their team performance and instruct them on how to act on feedback quickly. Be sure that your managers act on feedback in ways that align with company goals.

Below are some top tips on how HR can help facilitate a seamless feedback process.

Educate employees

HR departments need to be the biggest advocate of two-way feedback. HR should set the tone and expectations for upward feedback through educating managers and employees on the value of feedback. Employees should be educated on available feedback resources and tools, and incentivized to participate in feedback programs.

Atop of teaching employees about your company’s feedback processes, ensure they feel included in your company culture . When your employees feel they’re a part of a supportive and trusting environment , they’re more likely to offer their feedback.

Host training sessions for managers

Train managers to always ask for feedback during regular check-ins with their direct reports and be thoughtful when responding or acting on it. Encourage them to take a step back and pinpoint what information might be missing. Explain that managers need to take time to acknowledge employees’ feelings, and try to see their point of view. By training your managers to be more accepting of feedback, employees will start to see that their suggestions are received fairly and interpreted as valuable.

In leadership training sessions, urge managers to host one-on-one and team feedback sessions. Ask them to build action plans with their direct reports, not for them. Coach managers on how to appropriately navigate feedback and difficult conversations at work . Trivializing an employee’s thoughts or failing to give straight answers can be damaging to psychological safety in the workplace .

Start a continuous listening approach

Annual surveys aren’t enough on their own. To facilitate regular upward feedback, HR needs to start a continuous listening approach through always-on feedback channels and frequent surveying. Survey frequency happens to correlate with employee engagement, with 41% of employees saying they’re very engaged when given surveys more than four times a year versus 22% when given surveys every other year or less frequently. Given 46% of companies survey only annually and 58% of employees wish their companies surveyed more frequently, it can be a competitive advantage to start a continuous listening approach across your organization.

Implement the right feedback tools

HR can simplify the feedback process by implementing the right feedback tools with a trusted partner. As many as 77% of employees are more likely to provide honest feedback in a survey rather than to their manager. Offer survey tools that make it easy for both employees and managers to send and receive feedback, as well as help employees feel more comfortable in providing honest feedback.

Start with an employee voice solution, which can help spur meaningful, two-way conversations between both parties. Employee voice solutions enable your workforce to share feedback at any time, from anywhere via an always-on feedback channel, check-ins, and pulse surveys.

Many companies supplement annual surveys with pulse surveys to gather more regular feedback . By checking in with your employees more often, you can measure how their responses to an issue changes over time . Making surveys easily accessible encourages participation, yields more reliable results, and helps managers respond to feedback quickly.

Discover 4 ways pulse surveys can positively impact employee engagement.

Companies benefiting from employee feedback tools

Bayhealth , Delaware’s largest non-profit healthcare system, adopted an employee voice solution to level-up their employee listening capabilities beyond their annual engagement survey. Bayhealth added weekly check-ins (automated, confidential chatbot conversations where employees can share how they feel about work and their individual employee experience) and quarterly pulse surveys. The regular check-ins have enabled front-line leaders to receive timely feedback about day-to-day issues that require immediate attention, which is a critical concern in the healthcare industry. The organization has been able to identify not only how employees feel about their work, but also why they’re feeling that way.

“What really improves employee engagement scores is having leaders measure, listen, identify, act, and repeat.” – Lauren Brittingham, Director of Organizational Development, Bayhealth

The right employee voice tools should be able to provide growth ideas for manager feedback into actionable insights in real-time so they can quickly course correct any problem areas with their teams.

Employee Feedback Software Demo - Achievers Listen

  • 10 ways to evaluate a manager

Here are the best tactics to use to evaluate managers:

  • Ongoing performance discussions Continuous check-ins and formal discussions around retrospective performance and forward-looking goals is a great way to ensure that managers stay on track.”
  • Professional development Encouraging (and requiring) ongoing learning and development helps managers keep their skills up-to-date, as well as learn new ways of being better people leaders.
  • Team evaluations Measuring collective success via OKRs (objectives and key results) is another way to evaluate managers — their success is often a measure of the manager’s leadership skills.
  • Employee feedback Asking the team members about whether they feel supported and empowered by their manager provides insight into the manager’s performance.
  • Retention How long a manager’s direct reports choose to stay in their roles says a lot about their leader’s capabilities and whether they support their team.
  • Engagement Using employee engagement surveys or other tools to track engagement scores over time can help to illuminate trends in manager performance.
  • Self-reflection Ask the manager to conduct a self-evaluation, reflecting on areas in which they feel they could focus on as well as identifying what they do well.
  • Confidentiality When you’re ready to share the feedback, ensure that the process ensures fairness and confidentiality.
  • Clarity When communicating an area of concern, be sure to clarify the nature of the issue, the cause, and the recommended way forward.
  • Take immediate action Once clarification on areas of improvement is provided, action should follow to demonstrate respect for the employees’ feedback and help the manager improve their effectiveness.
  • Build a culture of feedback for your employees

The first step to building a culture of feedback is finding new and innovative ways to listen to your employees’ questions and concerns. They should feel comfortable expressing new ideas and perspectives without fear of repercussion or retaliation. Teach your managers to use anonymous surveys, facilitate open dialogue among their teams, and act on feedback in a timely manner. Depending on employees’ comments, this could mean anything from implementing more streamlined processes, adding more team-building activities, or resolving conflicts within their department.

Obtaining honest feedback on a regular basis is easier said than done. That’s why many companies turn to Achievers Listen , a platform that helps collect timely employee feedback so managers can take action. “As soon as that survey closes, I’m able to see that result,” said Deanna Baker, VP of Talent Network at Blackhawk Network . Achievers Listen comes with pulse surveys and Allie, a chatbot that initiates confidential conversations with your employees via check-ins. Not only that, Achievers Listen monitors benchmarks and historical trends so you can see what teams in your business need improvement at a glance.

Empower managers to collect timely feedback and take action.

How are you empowering your managers to be more effective?

Listen up: How employee feedback fosters belonging

How to Arrest the Great Resignation with Employee Communications and Feedback

In this article:

  • Why Upward Feedback Is Important?
  • How To Give Manager Feedback (with examples)
  • How HR Can Support Two-way Feedback

Profile image of author: Kellie Wong

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Status.net

169 Leadership Performance Review Examples for Management Style, Planning, Supervision

By Status.net Editorial Team on June 19, 2022 — 13 minutes to read

  • Performance Feedback Phrases for Leadership and Mentoring Part 1
  • Phrases for Management Style and Supervision Skills Part 2
  • Performance Appraisal Phrases for Planning Skills Part 3
  • Performance Feedback for Other Skills Part 4

Performance reviews are an important part of the development process for managers and employees. They provide feedback that can help individuals improve their skills and work performance. Performance reviews also provide a way to evaluate progress over time. They provide feedback to employees on how they are performing and allow for growth and improvement. By taking the time to properly evaluate leadership performance, companies can ensure that their leaders are meeting expectations and helping to drive the business forward. In this article you will find leadership evaluation examples, which can be used for leadership performance appraisals, executive leadership performance reviews or leadership self assessments.

In this article you will find leadership performance review phrases, examples and templates for the following skills:

  • Leadership and Mentoring One of the most important skills that an employee can have is leadership and mentoring skills. Leaders are responsible for setting the tone at work and ensuring that everyone is working together towards a common goal. They also need to be able to give constructive criticism, offer encouragement, and provide support to their team members.
  • Management Style and Supervision Evaluation of management style is important because it can help determine if an employee is operating at its optimal level for the company.
  • Organizing and Planning Productive employees are able to meet deadlines, complete tasks on time, and provide quality work product.

Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here (click to open 2000+ Performance Review Phrases: The Complete List)

Part 1 Leadership and Mentoring

Meets or exceeds expectations.

✓ He successfully organizes and gives direction, guidance and feedback to his subordinates and colleagues.

✓ He strives to maintain open communication among his employees.

✓ He regularly acknowledges the accomplishments of employees and recognizes their contributions.

✓ He encourages employees to take responsibility for their performance.

✓ He distributes resources in an appropriate manner depending on the priority of assignments.

✓ He establishes a culture of reliability and caring.

✓ He shared the vision of the action plan with employees.

✓ He gained the respect of the employees.

✓ He is responsible for his own staff.

✓ He is ready to share information and knowledge for the common development of all staff.

✓ He is very helpful when mentoring entry-level staff getting used to their jobs.

✓ He is a great mentor who is very helpful to new staff.

✓ He demonstrates high level of knowledge of internal policies and standards, which is a key requirement for an effective mentor.

✓ 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 creates a culture of dialogue.

✓ He recognizes staff for a job well done.

✓ He allows just enough differences to find the best outcome.

✓ He balances the overall strategy of the organization with tactical day-to-day tasks.

✓ He demonstrates setting a high bar for ethical behavior.

✓ He appreciates the performance of staff and appreciates their loyalty.

✓ He praises the staff who take responsibility for their performances.

✓ He allocates tasks appropriately based on the prior assignments.

✓ He provides the information and knowledge beneficial to the general development of the staff.

✓ He understands how to take daily tasks and motivate employees to meet a long term goal.

✓ He leads the team in the difficult environment of customer service to success, meeting all objectives.

✓ He understands people and the different ways to motivate them to get the job done.

✓ He is an excellent coach and regularly receives maximum performance feedback scores from his direct reports.

✓ He understands that good leaders improve themselves through study, training, and experience. He is willing to commit the hours necessary for these pursuits.

✓ He is able to bring out the best out of those in the team.

✓ He has established an effective system for communication and information retrieval.

✓ He provides constant coaching and guidance to employees.

✓ He is open to listening to employees, as well as experimenting.

✓ He empowers others to take initiative.

✓ He shows sound judgement in critical decision making.

✓ He collects all relevant facts before making a decision.

✓ He creates an atmosphere in which creativity and innovation is both rewarded and encouraged.

Below Expectations

✗ He exaggerates the seriousness of problems.

✗ He confuses the employees through different directions and guidance.

✗ He disregards company policies and tends to work by himself.

✗ He is rarely prepared to participate in discussions or meetings.

✗ He rarely shows appreciation for good performance.

✗ His leadership skills cannot be relied on to manage others.

✗ He fails to explain procedures to his subordinates clearly.

✗ He lacks the qualifications to be an effective mentor.

✗ He expects everyone to know the regulations and procedures but never gives them any mentoring.

✗ He gets frustrated easily with new team members and fails to offer any support.

✗ He is often impatient and unhelpful.

✗ He tends to overanalyze problems when a prompt decision is required.

✗ He fails to plan for the future.

✗ He sends mixed signals to his team regarding goals and day-to-day activities.

✗ He rarely shows any recognition to his team.

✗ He sets unreasonably high expectations for his team.

✗ He fails to keep confidential information secret.

✗ He plays favorites and does not treat each member of the team equally.

✗ He seldom takes part in discussions or meetings.

✗ He does not use his leadership skills appropriately to manage staff.

✗ He needs to know when to step back and let the team work.

✗ He sets expectations that are too high for his team.

✗ He rarely gives recognition to his team.

✗ He needs to establish an effective system for communication and information retrieval.

✗ He too often stifles innovation and creativity.

✗ He needs to focus on big picture items, yet he continues to micromanage his staff.

✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him.

Related: Mentoring Skills: Performance Review Examples (1 – 5)

2000+ Performance Review Phrases: The Complete List

Part 2 Management Style and Supervision

✓ He is very good at managing his team to perform their tasks excellently.

✓ He is a good manager and he leads his team to perform their assignments well.

✓ He managed a flawed team In difficult circumstances, and developed it to be one of the best in our organization.

✓ His team and managers gave him positive feedback and good comments.

✓ He is very good at training employees. He directs them use their strengths to better their performances.

✓ He is expert in training his employees. He provides good management of them.

✓ He leads his team to be the best team despite the difficulties that go with it.

✓ He is able to set clear objectives and requirements for his subordinates.

✓ He provides sufficient information on guidance and feedback to his team.

✓ He takes charge of directly dealing with problems.

✓ He supervises and care about the performance of his subordinates.

✓ Monitor the process by frequently meeting with each member to show concern about their performance.

✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks.

✓ He is very professional with his employees and manages them well.

✓ He has had a difficult situation with the team he manages, yet he has turned them around in excellent fashion.

✓ His team performs well and all of them speak highly of him.

✓ He is a top performer and leads a team of high performers. His leadership has contributed to very high productivity from this department.

✓ He understands his team and how to motivate them to high performance.

✓ He manages his team well and elicits good performances from them.

✓ He is an effective manager and understands how to supervise his employees to meet expectations.

✓ He had a rough start but ended the year well with her team turning in the best performers of all the groups.

✓ He has received good feedback from both his team and his managers.

✓ He is very adept at managing difficult employees and turning their energies towards higher performances.

✓ He is an excellent manager and he knows how to lead his staff to satisfy his expectations.

✓ He had a difficult beginning but he and his team achieved the best performance of all groups in the company.

✓ He was pushed into a truly difficult position and managed a complicated team. But in a short time, he led the team to become one of the best.

✓ He has received good remarks from his team and his managers.

✓ He is expert in managing staff. He knows how to use their strengths to make their performances better.

✓ He works as an advisor, friend, and boss for his team. He plays these three roles well to manage his team.

✓ He started the period with a very poor performance. However, she finished it amazingly with her team performance being the best of all the groups.

✓ He took over the worst team of the company, but he managed so well that he has developed every member to be one of the most effective employees in the company.

✓ He has received a lot of positive appraisals from his subordinates and other line-managers.

✓ He manages his team well and receives good performances from them.

✓ He had a rough start but she ended the year well with his team turning in the best performance of all the groups.

✓ He is in a difficult situation: he inherited a team that frankly was a mess. He quickly turned the team around to one of our best performers.

✓ He has received good feedback from his team and his managers.

✓ He has a difficult situation with the team he manages, yet he has turned them around in excellent fashion.

✓ His team performs well and all speak highly of him.

✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance.

✗ He is poor at managing a high performance team. He does not know how to perform this task.

✗ He was a good employee but not good enough to become an excellent manager.

✗ He displays unfairness with his team and favors certain individuals.

✗ He is far from an expert manager of staff. His employees’ complaints about his impossible requirements are reasonable. He should learn to accept a reasonable work-personal life balance.

✗ He is a good supervisor but he is not expert in this field. He is unable to manage his team well and his team’s performance is not good.

✗ He tries to be both a manager and friend. He finds it hard to distinguish between his personal relationships and work relationships.

✗ He does not know how to set targets and lead his team to reach them. He feels confused when setting goals and leading his team forward.

✗ He fails to resolve conflict among subordinates.

✗ He fails to create a working environment meeting his subordinates’ expectation.

✗ He fails to show appreciation of his subordinates’ performance.

✗ He fails to actively resolve the problem of poor performances at work.

✗ He fails to resolve problems until they becomes conflicts.

✗ He fails to meet schedules.

✗ He does not cope very well with managing employees.

✗ He is an satisfactory supervisor but he does not excel. He does not always relate well to his employees and this shows in the group’s work effort.

✗ He has not made the transition from co-worker to manager very well. He has a difficult time separating his personal relationships with professional ones.

✗ He does not understand how to set team goals and manage his team to achieve them. He does not focus on the goals necessary to move his team forward.

✗ He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. He needs to better understand personality types and how they interrelate.

✗ He is a decent task manager, but falls short when it comes to setting a vision.

✗ There have been a few issues with his team that must be resolved. These issues could be detrimental to the performance of the department and should be the focus of the next few months.

✗ He understands how to handle difficult employees and manage difficult staff. We continue to have above average turnover on his team. This year, we need to focus on what issues are causing such high turnover.

✗ He is not very effective at managing his staff to a high performance level.

✗ He is a good supervisor, but has failed to manage his staff to high productivity.

✗ He does not understand the intricacies of managing a high performance team and has yet to perform.

✗ He was a great individual performer but so far has not proven he is a good manager.

✗ He has a tendency to play favorites and not treat all employees fairly.

✗ His employees consistently complain of unreasonable expectations.

✗ He is a good supervisor, but he is not expert in this field. He does not have a good connection with his staff and this affects the team’s performance.

✗ He has found it hard to becoming a manager after being a staff member. He has difficulty in distinguishing his personal relationships and working ones.

✗ He fails to manage his staff to gain effective performance.

✗ He is good at supervising, but he cannot manage his staff to efficient performance.

✗ He does not anticipate complications when managing a high performance team. He does not know how to perform well.

✗ He was an expert staff member but nothing has shown that he is proficient enough to become a manager.

✗ He is not effective at leading her team to high performance.

✗ He has not yet found a way to deal with situations in a group. His team produces poor results for the company.

✗ He is a great employee. However, he does not perform well as a manager.

✗ He does not perform very well in creating an honest and open environment for the employees he supervises.

✗ There have been a few issues with him as a leader and his team that must be resolved. These issues could be detrimental to the performance of the department and should be the focus of the next few months.

✗ He is not very effective at managing his staff. (Add specific examples.)

✗ He is a good supervisor, but he has failed at managing his staff to high productivity.

✗ He is an capable supervisor but does not excel. He does not always relate well with his employees and this shows in the group’s work effort.

✗ 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.

Related: Supervision Skills: Performance Review Examples (1 – 5)

Part 3 Organizing and Planning

✓ He demonstrates good organizational and planning skills.

✓ He is creative and logical in addressing any aspect of his work.

✓ He is quick at finding information.

✓ He is plans and organizes work in timely manner.

✓ He adheres to deadlines and meets production benchmarks.

✓ He works toward an organized and comfortable working environment.

✓ He takes responsibility for work and is ready to stay late to ensure the work is performed well.

✗ He finds it difficult to plan an action without instruction.

✗ He fails to resolve problems in a timely manner.

✗ He lacks communication at work and is reluctant to support or offer assistance to those that need it.

✗ He has difficulties in understanding the strategy of the company.

✗ He has met difficulties in handling his workload.

Related: Planning Skills: Performance Review Examples (1 – 5)

Learn more:

How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback)

How to Identify and Handle Employee Underperformance? 5 Proven Steps

How to Integrate an Effective Performance Management System?

More Performance Review Examples

Here you can find more performance review examples: click to open 2000+ Performance Review Phrases: The Complete List

  • Job Knowledge Performance Review Phrases (Examples)
  • How To Write a Manager Performance Review? (with Examples)
  • 200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality
  • 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)
  • 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)
  • 100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills

IMAGES

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  3. 6 Phrases to Help You Ace Your Performance Review

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COMMENTS

  1. 12 Nice Things To Say About Your Boss in a Review (With Tips)

    Nick Cooke Updated May 17, 2023 Performance reviews are formal reports of an employee's work practices. During your company's review cycle, your team may ask you to give feedback about your manager. Providing helpful and honest reviews for your manager can encourage them to continue to improve their performance.

  2. How To Write a Manager Performance Review? (with Examples)

    Part 1 What to write in a performance review for a manager? Part 2 Examples of positive feedback for a manager Part 3 Examples of negative feedback for a manager Part 4 What is Manager Performance Review Feedback? Manager performance review feedback is a tool that can be used to assess the effectiveness of a manager in their role.

  3. 18 Effective Manager Performance Review Examples

    The purpose of a review is to assess an individual's strengths and areas for improvement so they can develop and reach new professional goals. Reviews can help individuals view how their work fits into the organization's big picture and set goals for the future.

  4. 15 Examples of Positive Comments For Your Boss

    By Madeline Miles March 29, 2023 - 19 min read Share this article Jump to section The importance of positive feedback for managers 4 benefits of giving your manager positive comments 7 tips on how to give positive feedback to your boss 3 feedback examples of positive comments for your boss More positive feedback examples for your manager

  5. 11 Examples of Giving Feedback to Managers

    The short answer is: it depends . Every professional would like to say that they encourage and welcome feedback. But in reality, individuals react differently when being held under a microscope by their employees. You need to know what type of person your boss is, and how they will react to potentially negative feedback.

  6. How to Write a Performance Review for Your Manager

    A successful review is a balancing act between your boss's temperament, the level of urgency about the problem and your ability to share information tactfully. Giving your manager an appraisal can be a great tool for business improvement, provided you know how to balance honesty with tact.

  7. Employee Feedback for Managers: 7 Constructive Examples

    So, when writing performance feedback for your manager, don't be afraid to give them constructive criticism. If they're doing their job well, let them know. If they could improve, let them know. To help you get started, here are 3 tips on how to write an effective performance review for your manager: Start with what's working.‍

  8. Feedback to Manager Examples

    Phrases you might use as starters for constructive feedback examples to your manager include: "I see room for improvement here…". "I think the team could benefit from…". "Perhaps a better way to handle this would be…". "I see an opportunity to improve this function in [X] way".

  9. Giving feedback to your manager: tips and examples

    By Steve Hogarty January 5, 2022 WeWork Gateway 6 in Salt Lake City. Photograph by WeWork in this story The meaning of giving feedback to your manager Why is it important to give feedback to your boss? How can you give constructive feedback to your manager? When it's appropriate to share feedback with your boss

  10. How To Give 360 Feedback To Your Boss (Steps and Benefits)

    How to give 360 feedback to your boss Here's a step-by-step guide for giving 360 feedback to your manager: 1. Start with positive feedback When giving 360-degree feedback, it's good to lead with a positive appraisal of your manager's performance.

  11. Tips for Writing Your Manager Review

    Resources "100 Useful Performance Review Phrases" "How to Conduct a Performance Review" Tips for Writing Your Self-Review 1:1 Performance Meetings Preparing to Write Your Manager Review Review your employee's completed Performance Conversations. Brainstorm a list of the employee's...

  12. A Guide To Reviewing Your Manager

    1. Review your role Consider the format you've been provided for your review. Some review processes are completed using software developed for this purpose. Other organizations might have their own internal process and documentation for managerial reviews.

  13. Nice Things to Say About Your Boss In a Review Examples

    When writing a positive boss review, including specific examples to showcase your manager's achievements is important. Here are some commendation examples and positive feedback for your boss: " [Manager's name] consistently goes above and beyond to support our team and ensure that we meet our goals.

  14. How To Give Your Manager Feedback (With Examples)

    Here are some tips on giving constructive feedback: 1. Speak from your perspective with "I" statements. Remember to frame your feedback in terms of your perspective and experiences. Try and avoid suggesting that others agree with you and avoid predicting your manager's point of view. Just as you have your own unique experiences as an ...

  15. How to Give Your Boss Feedback

    How to Give Your Boss Feedback by Amy Gallo March 24, 2010 GlobalP/Getty Images Working closely with anyone gives you useful insight into her performance. This is especially true of your...

  16. Performance Review Template & Examples (2024)

    Performance review: these two words evoke mixed feelings in managers and employees alike. Some might be excited. Others become intimidated. But most managers feel stressed, because giving ...

  17. What to Tell Your Boss at Your Performance Review

    Plus, it's a great chance to show that you're committed to your success—and to the company's. To learn more about what employers want to hear more of, we asked nine entrepreneurs from the Young Entrepreneur Council (YEC) what they wish their employees would tell them at their next performance review. 1. What Makes You Happy.

  18. Performance Review Examples You Need to See

    Most reviews will include your evaluation of the employee's performance in areas such as: Quality and accuracy of work. Ability to meet established goals and deadlines. Communication skills. Collaboration skills and teamwork. Problem-solving skills. Attendance and dependability.

  19. 30 Leadership Feedback Examples for Managers

    The following feedback examples relate to not only leadership but also supervision, managerial style, caring about direct reports, command skills, confronting direct reports, delegation skills, developing direct reports, fairness to direct reports, managerial courage, managing measurable work, and generally being an exceptional leader.

  20. Giving Feedback to Managers: 53 Examples

    4. "Thank you for prioritising (feedback/recognition/work-life balance).". 5. "Thank you for going the extra mile this year when I was struggling with (my workload/my health/the transition to a new role).". 6. "You've given me an opportunity to grow and learn new skills, which is something I'm so grateful for.". 7.

  21. How to give feedback to your boss (with examples)

    Follow these six 'how to give feedback to your boss' example tips: 1. Offer feedback from your perspective using first-person statements. Offering positive feedback is all about believing what you say, so make sure that you are framing your feedback from a first-person perspective. It's your insights that you are offering, so communicate the ...

  22. 145 Leadership Performance Review Phrases Examples: Transform

    From a superior. "Your ability to foresee and plan for potential future obstacles is impressive." "You consistently demonstrate strong strategic thinking in aligning team efforts with company goals." "Your creative solutions to complex problems showcase your strategic mindset."

  23. 5 Great Examples of Employee Feedback For Managers

    The manager can then continue to acknowledge the good work that the employee is doing, and maybe even bring them into more meetings with senior leadership. 3. Expressing feelings of stress. Another situation where employees should give their managers feedback is when they're feeling overworked or overwhelmed.

  24. 169 Leadership Performance Review Examples for Management Style

    Productivity: Performance Review Examples (Rating 1 - 5) He empowers others to take initiative. He shows sound judgement in critical decision making. He collects all relevant facts before making a decision. He creates an atmosphere in which creativity and innovation is both rewarded and encouraged.