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Manager feedback survey questions

20 questions that let people tell their manager what helps and what gets in the way.

Clarity and direction

My manager sets clear priorities.
My manager explains the reasons behind decisions.
My manager makes sure I know what is expected of me.
My manager helps me focus on what matters most.

Support and feedback

My manager gives me regular feedback.
The feedback I get is specific enough to act on.
My manager is available when I need help.
My manager helps remove obstacles that slow my work down.
My manager supports me when I make a mistake.

Trust and respect

My manager treats everyone on the team fairly.
My manager listens to different views.
I can raise concerns without worrying about the consequences.
My manager follows through on what they say they will do.
My manager recognizes good work.

Development

My manager supports my development.
My manager has talked with me about my career in the last 6 months.
My manager helps me find opportunities to learn.

Open-ended

What is one thing your manager does that helps you most?
What is one thing your manager could do differently?
What should your manager start, stop and continue?

Making manager feedback safe and useful

Collect it anonymously. People rarely give honest feedback about the person who sets their pay.
Show results only when 5 or more people answered. With fewer, a manager can work out who said what.
Share results with the manager first, then with their team. Managers who see the results privately are better placed to respond well.
Ask the manager to name one change. One visible change builds more trust than a list of promises.
Repeat it. Run the same questions again in 6 months to see whether the change was noticed.

Questions

What are good questions to ask about a manager?

Ask about clarity of priorities, quality of feedback, support when things go wrong, fairness and support for development. The sections above cover each.

Should manager feedback affect pay?

Use it mainly for development. Tying it directly to pay makes people less honest and managers more defensive.

Questions get answers. Then someone has to act on them.

thrive at work is a workforce performance platform that measures whether people want to do the work and whether they can keep going, and shows each team where to start. Each employee gets a private result.

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