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Management survey template
Separates the parts of management people usually lump together: whether priorities are clear and stable, who actually makes decisions, whether work is shared fairly and how much their own manager helps. People who rate their manager's support low pick what's missing, and people who rate it high name the habit worth spreading. It closes by asking how confident they are that anything will change.
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Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
This survey is anonymous. We want to know how work is managed here, honestly, so we can fix what isn't working.
Which area do you work in?
How long have you worked here?
How much do you agree with each of these?
How well does your direct manager help you do your job?
What's missing? Pick all that apply.
What does your manager do that helps your team deliver, and that other teams should copy?
How are decisions about your team's work usually made?
Rank what slows your team down, from most to least.
If you could change one thing about how work is managed here, what would it be?
How confident are you that this survey will lead to real changes?
Ends with
Thank you for being straight with us
The flow
Where each answer leads. Every route here is editable once the form is yours.
Dropdown
Single select
Matrix
Rating
Multi select
Long text
Single select
Ranking
Long text
Opinion scale
What this template uses
- Dropdown
- Single select
- Matrix
- Rating
- Multi select
- Long text
- Ranking
- Opinion scale
- 2 branches
Questions to consider
- Is it truly anonymous? With small teams, the area and tenure questions together can identify someone, so merge groups if needed.
- Who sees the results: senior leaders only, or each manager for their own team?
- Which of the agreement statements do you most need an answer to right now?
- What will you commit to sharing back, and by when?
How to use the responses
Compare the agreement grid across areas: if one team knows its priorities and another doesn't, look at how those managers run planning rather than rewriting company goals. Count the 'what's missing' picks to choose one manager habit to fix first, often regular one-to-ones. Share the headline results and one or two concrete changes within a month, then rerun the survey and watch the final confidence question move.
How to customize and share it
- 1Edit the area list to match your organisation, and merge small teams so nobody can be singled out.
- 2Change the ranking items to the slowdowns you hear about most in retrospectives or one-to-ones.
- 3Share the link with a clear closing date and a promise of when results will be shared, then keep that promise.
Frequently asked questions
What should a management survey ask employees?
Whether priorities are clear, how decisions are made and communicated, how much their manager supports them, and what slows them down. End with an open question about the one change they'd make.
How do you keep a management survey anonymous?
Don't ask for names, keep demographic questions broad, and only report groups big enough that no one can be identified. This template asks for area and tenure only.
How often should we run a management survey?
Once or twice a year is typical. Running it again after you've made changes shows whether they worked.
Can managers see their own team's results?
That's up to you. Every response lands in your dashboard and can be exported to CSV, so you can decide how to group and share it.