Manager Feedback Survey: Free Upward Evaluation with AI Coaching Reports

My manager communicates expectations clearly.

Unclear expectations are the #1 source of workplace frustration and disengagement. This is the most fundamental management competency and often the easiest to improve with targeted coaching.

My manager gives me regular, constructive feedback.

Employees who receive weekly feedback are 5.2x more likely to strongly agree they receive meaningful feedback (Gallup). Frequency and quality of feedback are the most actionable management behaviors.

My manager truly listens to my ideas and concerns.

Active listening is the behavioral foundation of psychological safety. If employees feel unheard, engagement drops regardless of how well other management competencies score.

My manager supports my professional development.

Development support is the strongest predictor of whether high performers stay or leave. 94% of employees would stay longer if their company invested in their development (LinkedIn).

My manager treats all team members fairly.

Perceived fairness drives trust and team cohesion. If fairness scores are low, all other leadership competencies lose their impact because the foundation of trust is broken.

I trust my manager to act in my best interest.

Trust is the currency of effective leadership. Without trust, feedback is dismissed, delegation fails, and development conversations feel threatening rather than supportive.

My manager delegates effectively and empowers me to make decisions.

Delegation skill separates managers from micromanagers. Effective delegation increases team capacity and employee growth. Low scores here often indicate a control-based management style.

My manager handles conflicts constructively.

Conflict resolution ability determines whether team disagreements become productive or toxic. Managers who avoid conflict create unresolved tension that accumulates over time.

My manager leads by example and models the behaviors they expect.

Role modeling is the most powerful leadership behavior. Teams mirror their manager's behavior: if the manager works through lunch, the team feels pressure to do the same.

My manager encourages new ideas and innovative approaches.

Innovation encouragement predicts whether teams bring their best thinking or play it safe. Low scores here combined with high trust scores suggest a risk-averse management style that could be coached.

My manager recognizes and appreciates good work.

Recognition is the most cost-effective engagement lever, yet the most underutilized. Employees who feel recognized are 4x more likely to be engaged (Gallup). Many managers simply forget to acknowledge good work.

Overall, I am satisfied with my manager's leadership.

The overall satisfaction anchor validates whether specific competency improvements are actually making the leadership experience better. If individual scores are high but overall satisfaction is low, there are hidden dynamics the specific questions miss.