Survey · Other
Supervisor evaluation survey template
Built for shift-based and frontline teams, where supervision is about the shift in front of you: clear instructions, fair rotas, proper handovers and help on the job. Anyone whose supervisor blames people or stays out of it when something goes wrong is asked for an example, which is often the most useful answer in the whole survey.
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Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
Tell us how supervision works on your shifts. It's anonymous and takes about three minutes.
Who is the supervisor you're giving feedback on?
Which shift do you usually work with them?
How often does your supervisor do each of these?
How often do they show you how to do something better while you're working?
When something goes wrong on a shift, what does your supervisor usually do?
Can you describe a recent time that happened? What would have helped instead?
Would you feel able to tell your supervisor about a safety or workload concern?
What's one thing your supervisor should start doing, or keep doing?
Overall, how would you rate the supervision on your shifts?
Ends with
Thanks for your honesty
The flow
Where each answer leads. Every route here is editable once the form is yours.
Short text
Single select
Matrix
Single select
Single select
Long text
Yes / No
Long text
Rating
What this template uses
- Short text
- Single select
- Matrix
- Long text
- Yes / No
- Rating
- 5 branches
Questions to consider
- Is each supervisor's team large enough to share results without identifying anyone?
- Who sees the individual answers, and have you told respondents that plainly?
- Which parts of a shift matter most in your setting, such as safety briefings, stock checks or patient handovers?
- How will supervisors receive their results, and who helps them act on it?
How to use the responses
Group the answers by supervisor and shift, and share combined results only where at least three people answered. The grid shows patterns, such as clear instructions but messy handovers, which is a concrete thing to coach. Read the examples of blame or absence yourself before anything is shared, and treat any 'no' on raising a safety concern as urgent, since those can need HR or a safety lead rather than coaching. Agree one or two changes with each supervisor and repeat the survey in six months.
How to customize and share it
- 1Change the shift options and the rows in the grid to match how your sites actually run.
- 2Replace the name question with a dropdown of supervisors if you want consistent spelling in the results.
- 3Send it to each team at the same time, state who will see what, and close it after one or two weeks.
Frequently asked questions
What questions should a supervisor evaluation include?
How clearly they give instructions, whether they are around when needed, how fairly they share out shifts, how they handle mistakes and whether people feel able to raise a concern. An open question on what to start or keep doing makes it actionable.
Should supervisor evaluations be anonymous?
Yes, as far as possible. People rarely criticise the person who sets their shifts by name, so share only combined results and tell respondents who can see what.
How is this different from a manager effectiveness survey?
It focuses on the shift itself, such as instructions, handovers, fair rotas and what happens when something goes wrong, rather than one-to-ones or career development. That suits frontline and shift-based teams.
Can I send it to several teams at once?
Yes. Share one link with every team; each response records the supervisor's name, and you can export them to CSV to compare supervisors and shifts.