The best examples of manager action plan examples for performance reviews

Real-world examples of manager action plan examples for performance reviews

Let’s skip theory and go straight into real examples of manager action plan examples for performance reviews that you can lift, tweak, and use. Each one is written the way it might appear in a review document or follow-up email.

Example 1: Action plan to improve feedback and coaching

Context: Employee feedback shows the manager gives input only during formal reviews. Team members feel unsure where they stand.

Manager action plan example:

Over the next six months, I will schedule recurring 30-minute 1:1s with each direct report at least twice per month. I will use a simple structure for each meeting: 10 minutes for the employee’s agenda, 10 minutes for feedback (both positive and developmental), and 10 minutes for goals and blockers. I will document key points in our shared notes and summarize action items at the end of each meeting.

Why this works: It is specific, time-bound, and measurable. In the next review, HR or the manager’s leader can ask: Did the 1:1s actually happen? Did employees feel the difference? Surveys or pulse checks, like those recommended in research from Harvard Business School, can help track whether feedback quality improves over time.

Example 2: Action plan to build trust and psychological safety

Context: Engagement surveys show that team members hesitate to speak up. People fear being blamed for mistakes.

Manager action plan example:

Over the next quarter, I will introduce a 10-minute “learning moment” segment in our weekly team meeting where we discuss one recent mistake or near-miss and what we learned from it. I will go first each month by sharing one of my own missteps and what I will do differently. I will also ask for anonymous feedback on team safety and openness using a short monthly survey and review the results with the team.

This is one of the best examples of a manager action plan because it addresses behavior (how the manager responds to mistakes) and process (adding a recurring agenda item). It also shows how the manager will measure progress.

Research from organizations like NIH highlights that psychological safety supports learning and performance, making this type of action plan especially relevant for 2024–2025 as teams navigate rapid change and hybrid work.

Example 3: Action plan to support career development

Context: High performers feel stuck. They’re doing good work but don’t see a path forward.

Manager action plan example:

Within the next 60 days, I will hold a dedicated 45-minute career conversation with each direct report. During that meeting, we will identify one 12-month growth goal (for example: leading a project, improving technical depth, or building people leadership skills). For each person, I will document at least two development activities (such as stretch projects, cross-team collaborations, or internal training) and review progress in our 1:1s at least once per quarter.

This is a strong example of manager action plan examples for performance reviews because it turns vague “support development” promises into clear commitments with timelines and follow-ups.

You can pair this with internal learning programs or external options like short online courses from universities (many are listed through platforms connected to schools like Harvard University).

Example 4: Action plan to improve communication and transparency

Context: Employees report they’re often surprised by shifting priorities. They don’t understand how their work connects to company goals.

Manager action plan example:

Starting next month, I will send a short weekly update to the team every Monday by 10 a.m. summarizing: top three priorities for the week, any changes in deadlines or scope, and how our work ties to department or company objectives. In our biweekly team meeting, I will reserve 15 minutes for Q&A about priorities and invite anonymous questions in advance.

This is one of the best examples of a communication-focused manager action plan because it is simple, repeatable, and easy to verify. In the next performance review cycle, the manager’s leader can ask for samples of the weekly updates and feedback from team members about whether they feel more informed.

Example 5: Action plan to address workload and burnout

Context: The team is hitting deadlines, but burnout risk is high. People are working late, skipping time off, and making more mistakes.

Manager action plan example:

Over the next three months, I will conduct a 30-minute workload review with each direct report to understand current tasks, time demands, and stress points. Based on these conversations, I will create a simple workload map for the team and identify at least two tasks or projects that can be paused, automated, or reassigned. I will also actively encourage team members to use their paid time off and model this by scheduling my own time off and avoiding non-urgent messages after 6 p.m.

This example of a manager action plan works because it connects individual conversations, team-level analysis, and role modeling. It also aligns with guidance from organizations like the CDC on supporting mental health and preventing burnout at work.

Example 6: Action plan to improve diversity, equity, and inclusion behaviors

Context: Company priorities and employee feedback highlight concerns about fairness in opportunities and voice.

Manager action plan example:

Within the next 90 days, I will complete at least one evidence-based training on inclusive leadership offered by our organization or an external provider. I will then review my team’s recent project assignments and meeting participation to identify patterns of who gets visibility and stretch work. By the end of the quarter, I will redistribute at least two high-visibility opportunities to broaden participation and will track who presents in team meetings to ensure more balanced voices.

This is one of the more impactful examples of manager action plan examples for performance reviews because it combines learning, data review, and concrete changes in behavior. It’s especially relevant for 2024–2025, as many organizations are moving from DEI statements to measurable actions.

Example 7: Action plan to strengthen decision-making and ownership

Context: The manager tends to make all decisions, slowing the team down and limiting growth.

Manager action plan example:

Over the next six months, I will identify at least three recurring decisions that can be delegated to senior team members (for example: sprint planning, vendor shortlisting, or prioritizing minor enhancements). For each delegated decision, I will clarify decision rights, provide context and guardrails, and step back from day-to-day involvement. I will review outcomes in our monthly leadership check-in and adjust as needed.

This example of manager action plan language shows how to move from “I need to empower my team more” to a very specific delegation plan.

Example 8: Action plan to improve cross-functional collaboration

Context: Feedback from other departments suggests this manager’s team is hard to work with or slow to respond.

Manager action plan example:

Starting next quarter, I will set up a 30-minute monthly sync with the leaders of our two main partner teams to review upcoming work, dependencies, and pain points. I will also work with my team to create and publish clear response-time expectations for common requests (for example: 24 hours to acknowledge, 3 business days for initial analysis). I will ask cross-functional partners for feedback on our collaboration twice per year and share the themes with my team.

This is one of the best examples of manager action plan examples for performance reviews when cross-team friction is hurting results. It addresses both relationships and process.

How to write your own manager action plan after a performance review

Looking at these real examples of manager action plan examples for performance reviews, you’ll notice a pattern. Strong plans usually answer four simple questions:

What will you do? The behavior or process you’ll change.

How often or by when? A timeline or frequency you can track.

How will you measure it? A simple way to know if it happened or helped.

Who else is involved? Employees, peers, HR, or senior leaders.

Instead of saying, “I’ll communicate better,” you might say, “I’ll send a weekly priorities email and reserve Q&A time in our team meeting.” Instead of “I’ll support development,” you commit to specific career conversations and follow-ups.

When you create your own plan, borrow wording from the best examples above and plug in your context. Keep it short enough that you can remember it without re-reading a 10-page document.

Using these examples of manager action plan examples for performance reviews in 2024–2025

The way we work has shifted dramatically in the last few years: hybrid teams, distributed workforces, and faster change cycles. That means manager action plans need to reflect modern realities.

Here are a few trends to keep in mind as you adapt these examples of manager action plan examples for performance reviews to your own organization:

Hybrid and remote work. Managers often need action plans around visibility, communication, and inclusion for remote team members. For example, committing to rotate meeting times across time zones or to document decisions in shared channels.

Data-informed management. Many companies now use engagement surveys, pulse checks, and performance analytics. Manager action plans can include commitments to review these data regularly and respond to trends, not just anecdotes.

Well-being and sustainability. There is growing awareness, supported by sources like the NIH, that chronic stress at work affects mental and physical health. Action plans that address workload, boundaries, and psychological safety are no longer “nice to have” — they’re part of responsible management.

Skill-building over one-time fixes. Instead of one-off workshops, the best examples of manager action plan examples for performance reviews include ongoing practice: regular feedback, recurring check-ins, and repeated opportunities to apply new skills.

The more your plan fits your team’s reality, the more likely it is to stick.

Tips for making manager action plans stick

Even the best examples fall flat if they’re forgotten after the review meeting. To keep your action plan alive:

Write it down and share it. Include your manager action plan in your review document or send a follow-up email to your leader and HR. Some managers even share parts of it with their team to invite accountability.

Attach it to your calendar. If your plan says “biweekly 1:1s,” get them on the calendar now. If it says “monthly check-in with partner teams,” schedule the first three today.

Check progress quarterly. You don’t have to wait until the next annual review. Set a reminder every three months to ask: What’s working? What needs adjusting?

Ask for feedback. If your plan is about communication, coaching, or inclusion, ask your team directly if they notice a difference. A short anonymous survey or simple question in a 1:1 can give you real examples of impact.

FAQ: examples of manager action plan examples for performance reviews

Q: What is a simple example of a manager action plan I can start with?
A: One simple example of a manager action plan is: “I will hold 30-minute 1:1 meetings with each direct report twice per month for the next six months, with a standing agenda that includes feedback, priorities, and support needed. I will track completion of these meetings and ask each employee for feedback on their usefulness at the three-month mark.” It’s specific, time-bound, and easy to measure.

Q: How many action items should a manager include after a performance review?
A: Most managers do well with two to four focused action items. The best examples of manager action plan examples for performance reviews are realistic enough that they actually happen. A long list of 10 promises is harder to remember and maintain.

Q: Should manager action plans be shared with the team?
A: Often, yes — at least in part. Sharing selected elements (for example, new 1:1 structures or communication routines) helps your team see that you heard their feedback and are acting on it. It also gives them permission to remind you of your commitments.

Q: Can HR provide templates or examples of manager action plan examples for performance reviews?
A: Absolutely. Many HR teams create short templates with prompts like “What will you do differently?” and “How will we know it worked?” HR can also share real examples (anonymized) of effective manager action plans from within the organization to guide others.

Q: How do I know if my manager action plan is working?
A: Look for both data and stories. Data might include engagement survey scores, retention, or project outcomes. Stories might come from 1:1 feedback, informal comments, or partner team input. If you built measurement into your original plan — like regular surveys or check-ins — you’ll have clearer evidence of progress.

The bottom line: when you use real, specific examples of manager action plan examples for performance reviews, you turn a once-a-year conversation into an ongoing leadership development tool. Start with one or two of the examples above, adapt them to your world, and use your next review cycle as a chance to show visible, measurable growth as a manager.