Manager feedback (upward) survey template
Anonymous feedback from a team about their manager: clarity, feedback, recognition, development and support, with examples.
7 questions · 2 pages · 4 answer formats · About 2 min
Time is estimated from all questions, including matrix rows. Branching can shorten a path; reading, consent and longer written answers can add time. Confirm it with a pilot.
- Small groups hidden
Free to use within your plan's response allowance. Edit the wording and options before publishing.
Use this template opens an editable draft after sign-in. Questions, answer options and configured logic carry over; nothing is published until you choose to publish.
Try the questionnaire
Answer it before you use it.
Try the actual questions, follow-ups and endings. Preview answers stay in this tab and disappear when you close or restart it. Nothing is submitted.
Who this is for
People teams running upward feedback, and managers who want to hear from their team.
Before you send it
Use one link per manager and share a manager's results only once at least five of their team have answered (the minimum group size starts at 5). Tell managers before the survey goes out what they will see and when.
Questionnaire preview
These are the questions and answer options copied into your draft. Bracketed text is a prompt to customize. Matrix questions contain several statements, so allow time for each row.
Page 1
1. My manager…
- — Makes priorities and expectations clear
- — Gives me feedback that helps me improve
- — Recognizes good work
- — Supports my development
- — Is someone I can go to with a problem
- — Explains the reasons behind decisions
Strongly disagreeDisagreeNeither agree nor disagreeAgreeStrongly agree2. Overall, how well does your manager help you do your best work? (required)
1–7 scale (Not well at all → Extremely well)
3. How comfortable would you be telling your manager about a mistake you made?
1–7 scale (Not at all comfortable → Completely comfortable)
4. How often do you have a one-to-one conversation with your manager?
Choose one
WeeklyEvery two weeksMonthlyLess oftenNever5. How long have you reported to this manager?
Choose one
Less than 6 months6–11 months1–2 yearsMore than 2 yearsPage 2: In your words
6. What should your manager keep doing? An example helps.
Long text
7. What is one thing your manager could do differently?
Long text
Use the builder link to retain logic, piping, consent, scoring, and randomization. Plain text copies wording only; piped answers become editable placeholders.
How to read the results
Look at each statement's spread, not only its average, and compare a manager with their own last round before comparing managers with each other. In a small team a comment can identify its writer: read comments before sharing them, and share themes rather than quotes. These are editable items, not a validated scale.
Preview your edited survey on desktop and mobile, run a small pilot, and review an export before inviting the full audience. Adding questions is optional: keep the ones that support your decision.
Keep building your study
Explore resources, management, growth, and team culture with matrix questions and practical improvement priorities.
Collect structured departure reasons and constructive feedback on the employee experience.
How sustainable work feels: workload, hours, recovery, flexibility, and whether people know where to get support.
Count the questions and reading load before confirming timing with a pilot.
Start
Start with this template.
Make it your own.
Free to use within your plan's response allowance. 100 responses a month on Free, and no credit card.