Manager Feedback Survey: Free Upward Evaluation with AI Coaching Reports

No. All responses are fully anonymized. Managers only see aggregated scores when there are at least 3 respondents. Individual answers cannot be traced back to specific team members.

Above 4.0 out of 5 across dimensions indicates strong leadership. Below 3.5 in any dimension signals a development need. The most valuable insight is not the absolute score but the gap between the highest and lowest competencies, which shows where coaching will have the biggest impact.

Bi-annually is most common and recommended. Annually at minimum. Allow 6 months between surveys so managers have time to work on their development areas. AI tracks improvement between survey rounds to show whether coaching efforts are paying off.

Upward feedback (also called 90-degree feedback) collects feedback only from direct reports about their manager. 360-degree feedback adds self-assessment, peer feedback, and sometimes stakeholder input. This survey focuses on upward feedback as it is the most impactful component and the fastest to implement. You can extend to 360 later.

In Germany, the works council has co-determination rights under BetrVG §94 regarding evaluation criteria and questionnaire design. In Austria, §96 ArbVG gives the works council even stronger rights for personnel assessment systems. Best practice: involve the works council early in the process, share the questionnaire for review, and frame it as leadership development rather than performance judgment.

AI aggregates all anonymous team responses and creates a personalized report per manager. It ranks the 12 competencies from strongest to weakest, highlights 2-3 priority development areas with specific behavioral suggestions, and benchmarks the manager against the organizational average. Over multiple survey rounds, it tracks improvement trends.

With fewer than 3 responses, individual answers could be identified (especially in small teams where managers might guess who said what). The minimum of 3 protects anonymity and produces more reliable aggregated scores. Industry best practice suggests 5 respondents for optimal anonymity.

Low scores are development opportunities, not punishments. The AI coaching report provides specific, actionable behavioral recommendations. Frame the results as growth input, not judgment. Focus on 2-3 areas maximum, set specific behavioral goals, and re-survey in 6 months to track improvement.

Yes, completely free. Includes AI-powered personalized coaching reports, organizational benchmarking, competency ranking, and improvement tracking. No credit card, no trial period.

Google uses 13 questions in their semi-annual upward feedback survey covering similar competencies. Our 12-question template is inspired by the same research base (Gallup, Google Project Oxygen) but adds AI-powered coaching reports and organizational benchmarking that Google builds internally. You get the same research-backed evaluation framework, free and with AI analysis.

Describe behavior, not character, and tie every statement to a situation: "In project X priorities changed three times without the team hearing why" instead of "is chaotic". Name one strength and one development point per competency, and phrase the development point as a wish ("A short note on the reason would …"). The sample phrases above cover all 7 competencies. In the anonymous survey on this page the open field is enough for that — the 12 rating questions supply the numbers.

Yes, twice over: the free template on this page is the survey (12 anonymous questions on communication, feedback, development, trust, delegation, recognition and innovation), and the examples above are the template for the written part. Both can be used directly without signup; AI condenses the answers into one coaching report per manager as soon as at least three people have responded.