The results are in. What comes next?
A Manager Feedback review provides a picture of the employee’s professional development based on the competencies defined by your organization.
But results aren’t the end of the process. They’re a starting point for recognizing strengths, highlighting progress, and exploring future development opportunities.
The goal? Turn insights into a constructive conversation that helps the employee continue to grow.
Understand the Competency Portrait
Each competency is shown individually. However, the competency development level takes into account the responses to the different questions associated with it. Rather than relying on a single response, this approach explores a competency from several perspectives.
Results can help highlight:
competencies that are already strengths
competencies that are progressing
competencies to develop further
areas where additional support or guidance could be beneficial
The idea isn’t to focus on a score, but to understand what it can reveal about the employee’s development journey.
Put the Results into Context
A less-developed competency isn’t necessarily negative.
It may reflect a new challenge, a recent responsibility, or simply a competency the employee has had fewer opportunities to put into practice.
On the other hand, a competency that stands out may reveal a strength worth recognizing and putting to greater use.
Before drawing conclusions, consider the employee’s role, recent experiences, and observations gathered during the feedback period.
The bigger picture is often much more meaningful than a single result.
Turn Insights into Next Steps
Results become most valuable when they lead to a conversation between the manager and the employee.
Use this conversation to:
recognize strengths and progress
discuss what stands out in the results
choose competencies to continue developing
identify the support or resources that could help
agree on concrete next steps
Manager Feedback reviews are designed to support professional development. The goal is to understand each employee’s individual journey and support their progress, not to compare employees with one another.
What’s Next?
Is there a strength that could be put to greater use? A competency to develop? A new challenge to explore?
Turning your feedback insights into concrete actions will help keep professional development moving forward beyond your conversation.
Discover what's next in the article: Turn Feedback into a Professional Development Plan.