Manager Effectiveness
Helps you understand what in a manager’s work supports the team and what should be improved.
- Sections
- 6
- Questions
- 15
- Who to ask
- A team employee or someone who regularly works with the manager being evaluated
answers hidden · summary from 5 responses
When to run it
You want to develop management culture and give managers honest feedback from their teams. People often cannot tell their manager to their face that they lack support, clarity, or recognition. The survey will help highlight the strengths of each manager and areas for their development.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Clarity of goals
- Understanding priorities, expected results, success criteria, and how the work connects to team goals.
- Quality of 1:1s
- How useful one-on-one meetings are as a channel for attention, support, feedback, removing obstacles, and agreeing on next steps.
- Coaching and development
- How the manager helps the employee learn, receive meaningful feedback, find solutions, and grow in autonomy.
- Recognition of contribution
- Visibility of the employee’s specific contribution and understanding of what exactly was valuable for the team, the client, or the outcome.
- Fairness of decisions
- The clarity, consistency, and respectful explanation of management decisions, including unpopular trade-offs.
- Communication and feedback
- Listening, timely context, clear channels for questions, and responsiveness to employee feedback.
What the questions look like
Below are real questions from this survey, one from each section.
-
My manager helps me understand how my work is connected to the team’s results.
- What it checks
- Check whether the manager explains how the employee’s tasks connect to team results so expectations are understood as part of the team’s shared direction.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- In which tasks do you most lack a clear understanding of how your work connects to the team’s results?
-
After important discussions in 1:1s with my manager, the next steps are clear to me, and we come back to our agreements.
- What it checks
- Check whether important 1:1 discussions turn into clear actions and follow-up rather than remaining conversations without continuation.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Which topics or agreements after 1:1s most often get lost without clear follow-up?
-
My manager gives me tasks that build my autonomy and explains the boundaries of responsibility and check-in points in advance.
- What it checks
- Check whether the manager builds the employee’s autonomy through tasks that allow decisions without losing guidance or boundaries of responsibility.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What most often gets in the way of your autonomy: the lack of such tasks, unclear boundaries, or overly close control?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report details a manager’s work across six dimensions: how clearly they set goals, how useful their 1:1 meetings are, whether they coach, if they make fair decisions, how they give feedback, and whether they recognize employee contributions.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
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Launch “Manager Effectiveness” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.