Best examples of manager self-assessment examples for performance reviews

Strong examples of manager self-assessment examples for performance reviews

Let’s start where you actually need help: seeing what a good manager self-review looks like on the page. Below are real-world style examples of manager self-assessment examples for performance reviews that you can adapt directly into your own form.

Each example is written in the first person, because that’s how most systems (Workday, SuccessFactors, Lattice, etc.) expect you to respond.

1. Leadership & people management self-assessment example

Example of how to write it:

“This year I focused on creating a more predictable and supportive environment for my team. I held weekly 1:1s with all 9 direct reports and documented action items in our shared tracker so we could follow up consistently. In our latest engagement survey, my team’s ‘confidence in leadership’ score increased from 72% to 84%. I also made a point to recognize wins publicly in our Monday standups and in our #team-updates channel, which several team members called out positively in their comments.

I can improve by delegating more stretch assignments instead of holding on to complex tasks myself. Over the next review cycle, I plan to identify at least one development project per person that aligns with their career goals and document those in their development plans.”

Why this works: It includes data (survey scores), behaviors (1:1s, recognition), and a clear improvement area with a concrete plan.

2. Communication and transparency self-assessment example

Example of manager self-assessment focused on communication:

“I prioritized transparent communication during a year of frequent organizational changes. When our department restructured in Q2, I hosted three open Q&A sessions and shared written summaries so people who couldn’t attend stayed informed. I also began sending a biweekly ‘state of the team’ email that outlines priorities, risks, and decisions, which has reduced repeat questions in 1:1s.

I’ve received feedback that my written updates are clear, but I can do a better job of inviting more two-way dialogue in group meetings. Next cycle, I plan to build in at least 10 minutes of open discussion in each team meeting and rotate facilitation so others have more voice and ownership.”

This is the kind of phrasing many leaders use as examples of manager self-assessment examples for performance reviews when they want to highlight communication without sounding self-congratulatory.

3. Coaching, feedback, and performance management example

Best examples for managers who want to highlight coaching:

“I worked intentionally on becoming a better coach instead of just a problem-solver. I used structured coaching questions in 1:1s, which helped team members generate their own solutions instead of relying on me. As a result, two team members were promoted this cycle, and one moved into a new cross-functional role that better fits their strengths.

I also addressed underperformance more quickly than in past years. When one team member missed key deadlines in Q3, I partnered with HR to create a performance improvement plan with weekly check-ins. Within six weeks, their on-time delivery rate improved from 40% to 90%.

I still hesitate at times to give real-time constructive feedback in group settings. Over the next six months, I plan to attend our company’s advanced feedback workshop and practice giving immediate, behavior-based feedback at least once per week.”

This example shows clear outcomes (promotions, improved delivery) plus honest reflection.

4. Results, metrics, and execution self-assessment example

Example of manager self-assessment centered on results:

“My primary focus this year was delivering on our revenue and efficiency targets while supporting a hybrid team. Our group exceeded our annual revenue goal by 11% and reduced average project cycle time from 6 weeks to 4.2 weeks by standardizing our intake process and using dashboards to track progress.

I implemented a simple weekly priorities framework that required each team member to identify their top three outcomes for the week. This helped increase clarity and reduced context-switching, which showed up in our productivity metrics and in feedback from cross-functional partners.

One area for improvement is anticipating capacity constraints earlier. In Q1, we accepted two large projects without fully understanding dependencies, which led to overtime and stress for the team. Next year, I plan to use a capacity planning template and require impact assessments before committing to new major initiatives.”

Managers often look for real examples like this when they need to balance “I hit my goals” with “here’s what I’ll do better next time.”

5. Collaboration and cross-functional partnership example

Example of manager self-assessment for collaboration:

“I strengthened relationships with Product, Sales, and Customer Success to reduce friction and improve handoffs. I set up a recurring monthly sync with peer leaders to align roadmaps and clarify ownership. As a result, we reduced escalations related to miscommunication by 35% compared to last year.

I also co-led a cross-functional project to launch our new onboarding experience. I coordinated timelines across four teams, documented decisions, and ensured stakeholders had visibility into trade-offs. The new experience decreased time-to-first-value for customers from 21 days to 14 days.

I can improve by involving cross-functional partners earlier in our planning process instead of inviting them once we have a nearly finished proposal. My goal is to include at least one partner in the discovery phase of every major initiative next year.”

Again, this is one of the best examples of manager self-assessment examples for performance reviews when your role depends heavily on influencing without direct authority.

6. Change management and adaptability example (2024–2025 reality)

With ongoing hybrid work, AI adoption, and shifting priorities, most performance forms now rate managers on adaptability. Here’s an example of how to write about it:

“This year involved several major changes: a new CEO, updated company strategy, and the rollout of AI tools across our workflows. I focused on helping my team adapt by breaking changes into clear steps, explaining the ‘why,’ and offering hands-on support. For example, when we introduced the new AI-based ticket triage system, I created a short Loom walkthrough, held office hours, and gathered feedback to share with the implementation team.

Our team adopted the new tools within four weeks, and we reduced average response time by 18%. I also acknowledged the emotional side of change by checking in on workload and stress levels in 1:1s and adjusting deadlines where possible.

I want to improve at communicating long-term vision during periods of uncertainty, not just immediate next steps. I plan to attend our internal change leadership training and study resources on change communication from credible sources like Harvard Business School.”

For managers who need examples of manager self-assessment examples for performance reviews that reflect modern work realities, this kind of wording hits the mark.

7. Diversity, equity, inclusion, and belonging (DEIB) example

DEIB continues to be a focus in 2024–2025, and many organizations now explicitly rate managers on inclusive leadership.

Example of manager self-assessment with inclusion focus:

“I made inclusion a consistent part of how I lead, not just a one-time initiative. I rotated meeting facilitation so more voices were heard, and I used structured agendas to ensure quieter team members had space to contribute. I also encouraged the team to use our anonymous feedback tool for suggestions and concerns, and I reviewed that feedback monthly.

I completed our company’s inclusive leadership training and applied what I learned by asking more open-ended questions, avoiding assumptions, and being intentional about who gets stretch opportunities. This year, 60% of cross-functional project leads from my team came from historically underrepresented groups.

I can improve by deepening my understanding of equity in career development. Over the next year, I plan to partner with HR to review promotion criteria for potential bias and use external resources, such as research from the U.S. Equal Employment Opportunity Commission, to inform my approach.”

This kind of example shows action, learning, and measurable outcomes without sounding like a checkbox exercise.

8. Self-development and leadership growth example

Managers are also expected to model continuous learning. Here’s an example of manager self-assessment examples for performance reviews that highlights your own growth:

“I invested in my own development so I could better support the team. I completed a 10-week leadership program focused on coaching skills and attended two external workshops on data-informed decision-making. I applied these skills by using data more consistently in our planning process and by shifting 1:1s from status updates to development-focused conversations.

I also asked my team and peers for feedback twice this year, using a short, anonymous survey to identify blind spots. The feedback highlighted strengths in reliability and clarity, and areas for growth in visibility and strategic storytelling. In response, I started presenting quarterly updates to the broader department to better articulate our team’s impact.

I still tend to prioritize team needs over my own development time. Next cycle, I plan to block two hours per week for learning and reflection and protect that time as I would any other important meeting.”

These are the kinds of real examples managers often search for when they want to show self-awareness without sounding negative.

How to write your own manager self-assessment using these examples

Now that you’ve seen several examples of manager self-assessment examples for performance reviews, here’s a simple way to build your own without copying them word-for-word.

Think in three parts for each competency:

• What happened: The situation, responsibility, or goal.
• What you did: The actions you personally took as a manager.
• What changed: The outcome, ideally with numbers or clear observations.

Then close with:

• What you learned or will do next: A realistic, specific improvement or next step.

You can use a simple sentence pattern:

“This year I was responsible for ____. I did this by ____, which led to ____. Going forward, I want to improve by ____ and will do that by ____.”

If you plug your own details into that structure, you’ll end up with something that reads very much like the best examples above, but in your own voice.

For more background on why self-reflection matters for leadership growth, you can look at resources from organizations like Harvard Business School on reflective leadership and MindTools on self-assessment and feedback.

2024–2025 trends to reference in your manager self-assessment

To keep your self-review current, you can lightly reference broader trends that most organizations care about right now:

• Hybrid and remote work: How you maintain connection, clarity, and accountability across locations and time zones.
• Data-informed leadership: How you use metrics, dashboards, and feedback to make decisions, not just intuition.
• Skills-based development: How you help employees build transferable skills rather than only role-specific tasks.
• Well-being and burnout prevention: How you monitor workload and support mental health. The CDC has useful context on workplace mental health you can reference.
• Responsible use of AI and technology: How you introduce tools thoughtfully, provide training, and listen to concerns.

You don’t need to turn your self-assessment into a trend report. Just weave in one or two points that genuinely match your year.

FAQ: Manager self-assessment examples for performance reviews

Q: Can I reuse examples of manager self-assessment examples for performance reviews from the internet?
You can absolutely use online examples as a starting point, but you should always customize them. Replace generic metrics with your real numbers, swap in your actual projects, and adjust the tone to match how you naturally speak. Reviewers can usually tell when wording doesn’t sound like you.

Q: What is a strong example of a weakness for a manager self-assessment?
A strong weakness is specific, real, and paired with an action plan. For instance: “I sometimes avoid pushing back on unrealistic timelines from senior stakeholders, which can create stress for my team. Next year, I plan to use data from past projects to negotiate more realistic deadlines and will ask my director for coaching on stakeholder management.” That kind of example of a weakness shows honesty and maturity.

Q: How long should my manager self-assessment be?
Most organizations expect 2–5 thoughtful paragraphs per major competency, not a novel. Focus on 2–3 meaningful examples per area, rather than trying to list everything you did. Quality and clarity matter more than length.

Q: How can I include data if my work feels “intangible”?
Look for indicators beyond revenue: employee engagement scores, hiring and retention data, project cycle time, incident frequency, customer satisfaction, or even qualitative feedback trends. Many HR and leadership programs, including those discussed in resources from universities like Harvard, emphasize using both quantitative and qualitative data in leadership reflection.

Q: What are the best examples of goals to include in a manager self-review?
Strong goals are specific and connected to both team outcomes and your growth. For example: “Improve delegation by assigning at least one strategic project to each senior IC and providing structured feedback,” or “Reduce voluntary turnover on my team by 10% by improving career path clarity and quarterly development conversations.” These kinds of goals show that you’re thinking about the future, not just reporting on the past.

Use these examples of manager self-assessment examples for performance reviews as a template, not a script. Start with the examples that sound closest to your situation, swap in your own numbers and stories, and you’ll end up with a self-review that feels honest, specific, and aligned with how modern organizations evaluate managers today.