Describe your retail format, review period, and standards. Makeform turns them into a store manager evaluation form with criteria, evidence prompts, ratings, and follow-up actions.
Route completed evaluations to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a retail scenario, adapt its prompt, or send it to the Makeform builder.
Audience
District managers reviewing established store managers
Format
Weighted scorecard with evidence and action plan
Prompt size
396 chars
Example form structure
Weighted scorecard with evidence and action plan
Store, manager, reviewer, and period
Commercial and operational performance
Observed evidence for this rating
Development actions, owners, and dates
Manager and reviewer acknowledgment
Suggested routing tags
Exceeds expectations
Development needed
Follow-up due
Define what each rating means and require a short evidence note; a score without an observed example gives the manager little direction.
Step 1
Set criteria
align measures with role expectations
Step 2
Observe
bring results and behavior examples
Step 3
Evaluate
rate consistently and discuss context
Step 4
Follow up
assign actions, owners, and dates
A useful retail review
Balance commercial results, daily controls, customer experience, and people leadership without reducing the review to one number.
Capture performance against plan alongside staffing, local events, inventory constraints, and relevant context.
Explain what each score means, then ask for observed evidence when performance is notably above or below the expected level.
Convert discussion points into named actions with an owner, due date, support needed, and scheduled check-in.
Review formats
Tailor each format for store maturity, manager tenure, and district priorities.
Review results, labor, inventory, customer experience, and next-quarter priorities.
Check readiness for core routines, coaching, escalations, and independent ownership.
Combine annual outcomes, leadership behaviors, succession, goals, and reflection.
Revisit actions, evidence, barriers, support, and the next check-in.
Build your evaluation
Refine generated criteria and give reviewers a common path from observation to follow-through.
Name the retail format, review period, manager tenure, district priorities, and the standards every store manager owns.
Make each section observable and define below, meeting, and exceeding expectations.
Bring business results and examples from store visits. Record context and comments before deciding the overall summary.
Send the completed record, route actions to the right people, and set a date to review progress rather than waiting for year end.
Evaluation approaches
A role-specific evaluation records what was observed and what should happen next.
Field guide
Use six balanced sections and adapt measures to expectations already set for the role.
Business performance
Record targets, manager actions, and store context.
Store operations
Assess inventory, cash, opening, closing, safety, and loss-prevention routines using specific observations or records.
Customer experience
Rate how the manager sets service expectations, reviews feedback, coaches recovery, and removes recurring friction. Include concrete examples.
Merchandising
Cover presentation, promotions, availability, and local trading patterns. Note whether misses were identified and corrected promptly.
People leadership
Evaluate scheduling, communication, coaching, recognition, delegation, training, and succession using actionable examples.
Development plan
Choose a few priorities. State the expected result, next action, owner, available support, and review date.
Related tools
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Open toolFAQ
Practical answers for district managers building a consistent retail review process.
It is a structured record used to assess a store manager against established expectations. It covers performance, operations, customer experience, merchandising, people leadership, strengths, priorities, and follow-up actions.
Use criteria the manager can influence: performance against plan, labor decisions, inventory and cash controls, store standards, customer recovery, coaching, staffing, communication, and succession. Define observable expectations for each.
Anchor every rating, calibrate reviewers with shared examples, and require evidence for high or low scores. Include context without changing the scale's meaning by location.
Review sales with context and alongside operating and leadership responsibilities. Set weighting before the cycle and do not let one recent result replace the full period.
Yes. Ask for accomplishments, decisions, challenges, lessons, and support needed. Then discuss differences in evidence or rating during the review.
Use your established performance cadence. Combine regular business check-ins with periodic full reviews, shorter new-manager milestones, and specific follow-up dates for action plans.
State the priority, expected result, next action, owner, support, progress measure, and due date. Keep the list focused and schedule the follow-up.
Yes. Makeform is unlimited free for generating, editing, publishing, and collecting responses. The paid tier only removes the Makeform badge.
Make every review specific and actionable.
