Management Performance Survey
Managers often get reviewed solely on the basis of KPIs, statistics, or the impression their leaders of them.
But the employees these managers lead and work with on a daily basis may have a drastically different understanding and perception of their performance.
One idea to get the most accurate picture of management performance is simply asking their team members. Just as top-down evaluation is critical, bottom-up feedback is extremely valuable too.
Using insightful questions from our management performance survey template, you can uncover strengths and weaknesses of your managers and work on specific actions to increase leadership quality, employee engagement and internal communication.
5 Sample Management Performance Survey Questions
Question #1: “Do you believe your direct manager has the expertise and competence to help you and your team succeed?”
💡Insights it gives: shows whether employees trust their manager’s abilities. If many respond negatively, it indicates gaps in the manager’s skills or knowledge, which could be affecting team performance. If feedback is poor, consider providing additional training or mentoring for the manager. You may also reassess the manager’s role to ensure they’re equipped with the right skills to lead the team effectively.
Question #2: “How professionally does your direct manager handle disagreements?”
💡Insights it gives: assesses the manager’s conflict resolution skills. Poor handling of disagreements can lead to a toxic work environment and disrupt company culture. If responses suggest poor conflict management, offer training in emotional intelligence or conflict resolution. Encourage managers to foster an environment where differing opinions are heard and addressed constructively.
Question #3: “My direct manager motivates me to do my best at work.”
💡Insights it gives: Motivation is key to employee engagement and performance. If a manager is failing to inspire their team, it can lead to lower productivity and morale. If employees feel unmotivated, HR can help by encouraging managers to better understand what drives each team member. Managers could implement regular feedback, offer recognition, or tailor their leadership style to individual needs.
Question #4: “I feel comfortable voicing concerns toward my direct manager.”
💡Insights it gives: measures the psychological safety within the team. If employees don’t feel comfortable voicing concerns, it suggests a breakdown in trust or communication with the manager. If responses are negative, work with managers to improve their approachability and openness. Encourage more one-on-one check-ins, where employees can speak candidly about challenges without fear of judgment.
Question #5: “How aligned are your direct manager’s priorities with your organization’s goals?”
💡Insights it gives: indicates whether the manager is effectively translating organizational goals into team priorities. Misalignment can lead to confusion and wasted effort. If there’s a significant misalignment, HR can help by facilitating clearer communication of organizational goals and providing managers with guidance on how to align their team’s daily tasks with broader company objectives.
And here are the 5 sample questions. Download our free management performance survey template for all 22 of them!
