Leadership & change
Manager effectiveness survey (upward feedback)
- 18 questions
- about 4 min
- 8 dimensions
- Anonymous, results from 5 answers
- EN · HU · DE
Upward feedback turns the usual direction around: the team tells its manager what works and what does not. A manager effectiveness survey makes that safe by collecting the answers anonymously and showing results only when enough people have answered.
18 questions in 8 areas, about 4 minutes: clear direction, coaching, feedback, recognition, fairness, involvement, safety to speak up and career support, plus what the manager should keep doing and do differently. Break the results down by manager; each manager's results appear from 5 answers.
Request access and a quoteCompany sign-in
When to use it
Upward feedback for managers: break results down by manager (each shown from 5 answers); involve a works council first.
What it measures
The questions are grouped into 8 dimensions. The results dashboard shows a score for each of them.
- Clear direction
- Coaching
- Feedback
- Recognition
- Fairness
- Involvement
- Safety to speak up
- Career support
Sample questions
6 of the 18 questions, in their original Y2Y wording. In the platform you can remove, edit or add questions before you send the survey.
- My manager clearly explains what matters most for the team.1-5, disagree to agree
- My manager asks questions that help me find solutions myself.1-5, disagree to agree
- I receive feedback from my manager regularly.1-5, disagree to agree
- My manager notices when I do good work.1-5, disagree to agree
- My manager applies the same standards to everyone in the team.1-5, disagree to agree
- What should your manager keep doing?Open answer
Original Y2Y questions. Practical survey questions written by Y2Y for organisations. They are not a psychometric or clinical test.
Important
The results are personal data about the managers who are rated. Tell them in advance how the results will be used, and where there is a works council, involve it before you start.
Anonymity
Answers are anonymous. Nobody, including the company, sees an individual response: results appear only for groups, and only once at least 5 people have answered. A breakdown (for example by department or site) appears only for groups that reach 5 answers on their own.
Run it with your team
Your Assessor sends the survey as an anonymous campaign: invitation links by e-mail, a live results dashboard with breakdowns, CSV export. Ready-made questionnaires come with a company account; tell us your headcount and we send access and a quote.
Related questionnaires
- Change readiness survey
Before or during a major change: name the change in the invitation; involve a works council early.
- Inclusion and fair treatment survey
How fairly people feel treated; no questions about personal characteristics, so break down only by department, site or tenure.