Manager Feedback Survey Questions: 20 Examples

A manager feedback survey gives employees a way to describe what helps them do their work and what gets in the way. It can bring up issues that don’t always surface in a one-on-one, such as unclear priorities, feedback that comes too late, or concerns that never get followed up.

The questions below are a starting point. Choose the ones that fit your team and explain how you’ll use the responses before sending the survey.

20 manager feedback survey questions

For the first 16 questions, use a consistent scale such as Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree, with an option like Not applicable when needed.

Clear direction and priorities

1. My manager explains what is expected of me.
2. My manager helps me understand which work should take priority.
3. When plans change, my manager explains what the change means for our work.
4. The feedback I receive helps me understand what to keep doing or improve.

Communication and listening

5. My manager listens to my views before making decisions that affect my work.
6. I can raise a concern with my manager.
7. My manager shares information I need to do my job.
8. My manager responds to questions or concerns in a reasonable amount of time.

Support and development

9. My manager helps remove obstacles that prevent me from doing my work.
10. I can get help from my manager when I need it.
11. My manager supports my learning and development.
12. I have the tools and information I need to meet my responsibilities.

Trust and follow-through

13. My manager treats people on the team fairly.
14. My manager recognizes the contributions of team members.
15. My manager responds constructively when someone raises a problem.
16. My manager follows through on commitments made to the team.

Open-ended questions

17. What does your manager do that helps you do your best work?
18. What is one thing your manager could do differently to support the team?
19. Is there anything that makes it difficult to raise concerns or ask for help?
20. What should your manager continue, stop, or start doing?

Choose questions that fit the purpose

A long survey can make it harder for employees to give thoughtful answers. You don’t need to use all 20 questions. Pick the areas you want to understand, and use a few open-ended questions to give people room to explain their answers.

Avoid asking the same thing in several ways. For example, if the survey is about communication, focus on whether employees receive information in time, can raise concerns, and get useful responses. Don’t add questions about unrelated topics just because they’re available.

Be clear about anonymity

Before sending the survey, tell employees who will see the responses, how results will be shared, and whether responses can be linked back to individuals.

Only describe the survey as anonymous if your setup and reporting practices support that promise. Small teams, identifiable examples, or demographic questions can make a response recognizable even when names aren’t requested. Avoid collecting details you don’t need, and don’t share small-group results in a way that could expose someone.

If employees are worried about being identified, they may hold back. Clear, accurate information about privacy is more useful than a broad promise you can’t keep.

Talk about the results without getting defensive

Share the main themes with the team, including areas that need work. Thank people for taking part without asking them to reveal which answers they gave.

Then choose a small number of changes you can act on. For example, if employees say priorities often change without explanation, you might agree to share a weekly list of what has changed and why. If the team asks for more useful feedback, you could set aside time for regular check-ins.

Tell employees what you’re changing, what you can’t change right now, and when you’ll revisit the issue. If the survey leads to no visible follow-up, people may be less willing to give thoughtful feedback next time.

Run the survey again when you’re ready to follow up

Repeating a short survey can help you see whether the changes are making a difference. Keep the questions consistent when you want to compare results, and explain any changes to the survey.

Treat the responses as a way to learn about the team’s experience, not as a complete picture of a manager’s performance. Read comments in context, look for recurring themes, and make space for a conversation about what to do next.

Suggested CTA: Create a manager feedback survey with questions tailored to your team.