Survey · Other
Performance management survey template
A survey about the performance process itself, not anyone's performance. Managers are asked what would help them run better reviews, everyone rates how clear, fair and useful the process is, and anyone who rates it 3 or below is asked where it lets them down so you know what to fix first.
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Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
Hi! We want to know whether the way we set goals, give feedback and run reviews is actually helping. This is about the process, not your performance, and it takes about four minutes.
Do you manage other people?
What would help you run better review conversations?
How clear are the expectations for your own role?
How are your goals usually set?
How often do you get useful feedback on your work?
How much do you agree with each of these?
Overall, how useful is our performance process in helping you improve?
What part of the process helps you most?
Where does the process let you down? A recent example helps.
Is the time spent on reviews about right?
If you could change one thing about how performance is managed here, what would it be?
Ends with
Thank you for the honest answers
The flow
Where each answer leads. Every route here is editable once the form is yours.
Single select
Multi select
Opinion scale
Single select
Single select
Matrix
Rating
Long text
Long text
Single select
Long text
What this template uses
- Single select
- Multi select
- Opinion scale
- Matrix
- Rating
- Long text
- 4 branches
Questions to consider
- Which parts of your process do you want judged: goal setting, regular check-ins, formal reviews, ratings or all of them?
- Should managers and employees see different questions, beyond the manager block already here?
- When will you run it: straight after a review cycle, or halfway between two?
- Who will own the changes, and how will you tell staff what changed?
How to use the responses
Compare the agreement grid between managers and non-managers, because a gap there often shows where the process breaks down. Look at the statements with the most disagreement first, then read the written answers from people who scored the process low to understand why. Use the manager answers to plan training or better guidance, and repeat the survey after the next cycle to see if the changes worked.
How to customize and share it
- 1Rename goals, check-ins and reviews to the terms your organisation uses, such as objectives, one-to-ones or appraisals.
- 2Edit the agreement grid so each row matches a step in your process that you could actually change.
- 3Send it within two weeks of a review cycle closing, while people still remember how it went.
Frequently asked questions
What is a performance management survey?
A survey that asks staff how well the goal setting, feedback and review process works for them. It judges the process, not any one person's performance.
What questions should a performance management survey ask?
Whether expectations are clear, how goals are set, how often useful feedback happens, whether reviews feel fair and whether they lead to development.
Should a performance management survey be anonymous?
Yes, in most cases. This template asks only whether someone manages people, so you can compare the two groups without identifying anyone.
How is this different from an employee performance survey?
An employee performance survey is about one person's work. This one is about the system everyone goes through, so you can fix what isn't helping.