Manager Effectiveness Evaluation Survey Template

A manager plays a very crucial role in the functioning of an organization in meeting its goals in the most effective manner. A constructive and reliable feedback given, at regular intervals will help a manager in identifying the areas of improvement that eventually contribute to rapid organizational growth. So, conducting a manager effectiveness survey not only helps those who have been in the field for a period of time but also to those who are yet to start their career as a manager in developing the “right” attitude.

A manager effectiveness evaluation survey template offers questions which can be asked to employees in order to evaluate their direct and indirect manager’s effectiveness at the workplace. This sample questionnaire includes question options that will help organizations in boosting the productivity of their workforce.

For example, questions such as “Is your manager a good leader for you and your team? Or “How likely are to recommend working with this organization to your friends and colleagues?” or “How much do you trust your immediate manager?” give HR managers real-time insights about how a particular manager is performing and whether there are changes which are to be done in operations.


 
 
Please identify the manager about whom you are giving the feedback:
 
Manager 1
 
Manager 2
 
Manager 3
 
Manager 4
 
Manager 5
 
 
Basic Communication -

When communicating with your manager:
 
 
Please give some meaningful feedback to this manager about his or her basic communications skills:
   
 
 
Direction and Feedback -

Manager gives clear directions and helpful feedback before and after each project.
 
 
Your comments to the manager about either the directions or feedback provided by him:
   
 
 
Thank you for taking the time to complete this survey.
 
All participant responses are anonymous.

How to implement a Manager Effectiveness Evaluation Survey?

For a survey to be effective, it is very important that it is created in a right manner. The following explains how a survey should or shouldn’t be created.

“Anything, even a good one, in excess is likely bad.” So, the question, how frequently this survey needs to be sent, plays a major role in deciding the kind of impact on a manager. If the survey is taken too frequently, it might put the manager into pressure. So, a survey should be sent at regular intervals giving sufficient time to compare the developed changes along with getting productive feedback. In an organization, it’s good to conduct a manager effectiveness evaluation survey twice or thrice in a year to get productive results.

A survey should be simple, short and relevant. Irrelevant elements in a survey may lead to a false evaluation of manager effectiveness. It should be created in such a way that it could easily measure the manager’s ability to handle various things needed by the employees like the need for better communication, support or a positive environment.

Analyze information collected using a Manager Effectiveness Evaluation Survey

Once the survey data is collected, it needs to be thoroughly understood and compared to the other feedbacks in order to make improvements that are required to meet a benchmark within the organization.

An efficient manager effectiveness evaluation survey helps the HR team as well as new and experienced managers. An individual beginning to be a manager can learn the right way of managing people and to operate in an ideal manner while a well experienced manager can obtain insights about how to stay committed to retain the good qualities he/she already has and improve in the necessary areas so that he/she could be the best manager ever.

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