Manager Effectiveness
Helps you understand what in a manager’s work supports the team and what should be improved.
6 categories · 15 questions · A team employee or someone who regularly works with the manager being evaluated
data stays in-country · answers are anonymized
When to conduct this survey
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 the survey shows
The survey breaks the topic down into dimensions — for each you can see what works and where growth points are hidden.
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.
Example questions
Each question is a scale rating and an open-ended clarification: a person doesn’t just assign a score, but explains their answer in their own words.
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My manager helps me understand how my work is connected to the team’s results.
Disagree Agreefollow-up question
In which tasks do you most lack a clear understanding of how your work connects to the team’s results?
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When priorities or expectations change, my manager explains early enough and clearly enough what has changed and how I should proceed.
Disagree Agreefollow-up question
In which situations do changes in priorities or expectations most often feel sudden or unclear to you?
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My manager helps me understand what matters most right now and what a good result of my work looks like.
Disagree Agreefollow-up question
In which tasks or situations do you most lack clarity on priorities or criteria for a good result?
Open clarifications are part of the cycle methodology: Behind every score, live context remains; from it, AI extracts reasons, not just averages.
What kind of report you’ll get
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.
Not a single score, but a condition map and discovered growth points — on anonymized summaries. AI prepares options, the decision and responsibility remain with people. Next — to cycle steps.
condition map
Growth point → action
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Launch «Manager Effectiveness» from a ready-made template
Take a ready-made methodology instead of building a survey from scratch, and bring it to discovered growth points and owners. In a demo, we’ll show the full cycle on your scenario.