Management style is a decisive factor to the appropriate management within an organization. Therefore, when selecting a manager, his/her management style is one of the most basic factors to decide whether he/she is suitable to the position. This section below will provide a various ways of remarking a management style of a manager which should be very useful in evaluating such a manager.
- Greg has met a hard circumstance: he managed a messy team but he used his ability to take his team to be one of the best in our organization.
- Thomas is very good at training employees and he directs them use their strength to better their performance.
- Fred plays a role as a counselor, friend, and boss in his team. He plays three roles well to manage his team efficiently.
- Tim is a high performer and leads a team of high performers. His management style has brought effectiveness to this department.
- Terry is such a competent manager that he has received much appraisal from senior executives and other line-managers and respect from subordinates.
- Kevin is the consummate professional and manages his staff with apparent ease. The reports show that his staffs are pleased with his management style.
- John will be considered a “player’s coach” because of his thoroughly understanding of his team and how to encourage them to gain high performance.
- Greg was assigned to the worst sale unit of our company two years ago. But everything has changed thank to his efforts. Now, his team has become the most effective unit in our corporation.
- Peter is a good manager and he leads his team to perform their assignments well.
- Walter’s team highly appropriates his management style.
Exceeds Requirements/More than Satisfactory:
- First, Mandy did quite a poor job. However, over time, she has been improving herself very well and now, her team is one of the best in our company.
- People do not doubt Peter’s ability in his management by understanding how to supervise his employees to meet expectations.
- Marta is able to handle multiple issues and problems at once. She is a great manager.
- Susan effectively uses resources.
- Ronald maintains respectful communication with staff.
- Gloria regularly conducts team meetings to allow employees to share their ideas.
- Albert eliminates workplace conflicts the moment they occur.
- Helen always manages to keep her team focused entirely on the project.
- Robert creates effective business plans according to the company’s goals.
- Bruce delegates tasks evenly and fairly.
- Despite Jim is a good supervisor, he does not know how to lead his staff to achieve perfect performance.
- Michael capitalizes on the strengths of his subordinates.
- Valerie chooses staff wisely to prevent production problems.
- Philipp makes sure his employees understand tasks assigned to them.
- Donald uses his leadership skills to support subordinates and help them improve productivity.
- Harry gives employees directions and purpose.
- When delegating assignments, Monica takes individual needs and skills of the employee into account.
- Frank is ready to share control with employees.
- Laura encourages performance appropriately.
- Peter is a creative manager who is open to feedback and ideas from his employees.
- Bill is not expert in managing staff. We agree with employees’ complaint about the impossible requirements of Bill. He should learn to accept a reasonable work-personal life balance.
- Kyle is a good supervisor, but in this field he is not expert. He is unable to manage his team well and his team’s performance is not good.
- Paul does not know how to set the targets and lead his team to reach them. He feels confused when performing the goals and leading his team to go forward.
- Bryan does not have the combination between manager and employees. He finds it hard to distinguish between his personal relationships and work relationships.
- Bryan has not made the transition from co-worker to manager very well. It is difficult for him to separate his personal relationship with professional ones.
- Paul may be in “survival mode” without focusing on goals necessary to move his team forward, because he is not clever man to understand how to set team goals and manage his team for achievement.
- Because of her extreme loyalty to the company, she forces the team to work overtime regularly.
- Arnold micromanages his employees. It significantly slows down some of them.
- Samantha is unable to create fast solutions. She needs to improve her problem-solving skills.
- Emma is not willing to attend professional management and leadership courses.
- Bill is not good at managing employees. His employees consistently complaint of unreasonable expectations. Bill needs to improve his acceptance of a reasonable work personal life balance.
- Kyle is not excellent manager to supervise well performance of his employees. He doesn’t know how to motivate them for the effort to work.
- Though he is the team leader, Paul rarely comes up with any solution to his team problems and consequently, his team is among the least-effective in our company.
- Jerry is not able to make his subordinates respect him.
- Edward is not interested in the success of the team. He only cares about his own career.
- Brian has minimal control over his employees.
- Rebecca does not like to communicate with her subordinates.
- Michael is ineffective at managing a team. He lacks experience for this type of job.
- James does not confront inappropriate behavior.
- Paul creates unrealistic plans that cannot be achieved.
The sample of performance review phrases for management style is a great/helpful tool for periodical/annual job performance appraisal. Note that, an management style review phrase can be positive or negative and your performance review can be effective or bad/poor activities for your staffs.