Manager Effectiveness Survey
Upward feedback on the behaviours that make managers worth working for.
9 questions · 2 pages · about 4 minutes to answer · fully editable after you start
People leave managers, not companies – but most organisations never ask the people who report to a manager how the managing is going. This upward-feedback survey rates fifteen concrete behaviours in four groups – direction, development, support, and fairness and trust – on how often the manager actually does them, with a Not able to say column so nobody guesses about things they have not seen. Clear priorities, useful feedback, removing blockers, recognising good work and backing the team under pressure are all in there, because those are the behaviours a manager can change by next quarter.
It adds how often one-to-ones actually happen, an overall effectiveness rating, and two open questions on what to keep and what to change. Run it anonymously for every manager with three or more reports, and share each manager their own aggregate alongside the company average. The gap between self-perception and team reality is where management development starts.
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About your manager
This survey asks about the person you report to. It takes about 4 minutes. It is anonymous: your name, email address and IP address are not recorded with your answers.
Q1.How long have you reported to your current manager?
- Less than 6 months
- 6 months to under 1 year
- 1 year to 2 years
- More than 2 years
Q2.How often do you have a one-to-one meeting with your manager?
- Weekly
- Every two weeks
- Monthly
- Less than monthly
- Never
Q3.Direction: how often does your manager do the following?*
| Never | Rarely | Sometimes | Often | Always | Not able to say | |
|---|---|---|---|---|---|---|
| Sets clear priorities | ||||||
| Explains how our work fits the organisation's goals | ||||||
| Makes decisions in good time |
Q4.Development: how often does your manager do the following?*
| Never | Rarely | Sometimes | Often | Always | Not able to say | |
|---|---|---|---|---|---|---|
| Gives feedback that helps me improve | ||||||
| Talks with me about my career and development | ||||||
| Recognises good work |
Q5.Support: how often does your manager do the following?*
| Never | Rarely | Sometimes | Often | Always | Not able to say | |
|---|---|---|---|---|---|---|
| Removes blockers | ||||||
| Is available when I need help | ||||||
| Checks in on my wellbeing | ||||||
| Backs the team under pressure |
Q6.Fairness and trust: how often does your manager do the following?*
| Never | Rarely | Sometimes | Often | Always | Not able to say | |
|---|---|---|---|---|---|---|
| Treats everyone fairly | ||||||
| Keeps their commitments | ||||||
| Is open to challenge and different views | ||||||
| Makes it safe to admit a mistake | ||||||
| Shares information the team needs |
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Overall
Q7.Overall, how effective is your manager?*
Q8.What should your manager keep doing?
Q9.What should your manager start doing, or do differently?
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