I run this survey every quarter to evaluate my own performance as a manager via my reports. Each report rates the following statements on a scale from 1 (Strongly disagree) to 5 (Strongly agree):
| # | Statement | Action |
|---|---|---|
| 1 | I would recommend my manager to others. | Measures overall satisfaction. You'd be surprised how well 3 questions can measure this. |
| 2 | My manager assigns stretch opportunities to help me develop in my career. | Try to pick high risk / high impact projects with the right scope for the role. |
| 3 | My manager communicates clear goals for our team. | Clarity first. When a leadership announcement happens, how do you break it down and tailor the message to your team? |
| 4 | My manager gives me actionable feedback on a regular basis that helps improve my performance. | Deliver specific work examples. |
| 5 | My manager provides the autonomy I need to do my job (does not micromanage). | Track by KPIs / outcomes, not by output / completions. Embrace async first. |
| 6 | My manager consistently shows that they care about me as a person. | 80% is shut up and listen. |
| 7 | My manager keeps the team focused on priorities, even when it's difficult. | Make hard calls when it's outside the team's scope. |
| 8 | My manager regularly shares relevant information from their manager and senior leadership. | Be transparent regularly. |
| 9 | My manager helps me understand how my work impacts the organization. | Always tie goals to overall business / user impact. |
| 10 | My manager has regular 1:1s. | Show up. |
| 11 | My manager has the technical expertise required to effectively manage me. | You're allowed to learn from your reports, especially with leads. Keep coding. |
| 12 | My manager talks about all aspects of career development, not just promotions. | There are a few things to take into account, see the career framework. |
| 13 | My manager has had a meaningful discussion with me about my career development in the past six months. | Do your quarterly perf reviews. |
| 14 | My manager values the perspective I bring to the team, even if it's different from their own. | Let 'em cook. |
| 15 | My manager makes tough decisions effectively. | Make hard calls when needed, when others hesitate. |
| 16 | My manager effectively collaborates across boundaries. | Collaborate with your peer managers and share outcomes with your reports. |
| 17 | My manager delivers difficult feedback constructively. | Be truth seeking and deliver your (informed) perspective as one of many. |
| 18 | My manager creates an environment where I feel safe speaking up with ideas, questions, concerns, or mistakes. | Again, 80% shut up and listen. |
Plus two open-ended questions:
| Question | Action |
|---|---|
| What would you recommend your manager keep doing? | Put on your brag document. |
| What would you have your manager change? | Evaluate and act on it. |
Asking for feedback is uncomfortable. I hear things I'm probably already feeling insecure about. But that discomfort is the point. If I'm not a little nervous before reading the results, I'm probably not taking it seriously enough.
Making this survey a habit has not only helped me to improve my performance as a manager, but also to build trust with my reports. And there is little better than having more trust in your relationships.