Manager Effectiveness & Leadership Feedback
Measure manager effectiveness through structured feedback on trust, delegation and direction, including whether people would recommend working for their manager.
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Pulse Surveys / Manager effectiveness Sep wave
Manager Effectiveness & Leadership FeedbackMy manager gives me feedback that actually helps me improve.
Question 6 of 14 · about Devon Brooks · responses are anonymised
Strongly disagree
1Disagree
2Neutral
3Agree
4Strongly agree
5Add a comment (optional)
Feedback usually comes at review time I'd rather hear it in the moment
This survey covers
Already answered
My manager sets clear expectations for my work.
I get enough of my manager's time when I'm blocked.
My manager recognises good work in a way that feels genuine.
Takes about 4 minutes · answers never tied to your name
NextResponse rate
91%
218 of 240
Manager index
4.0
+0.2 vs last wave
Teams below bar
3
flagged for review
Dimension scores
Live waveClarity of direction
4.3Coaching & feedback
3.6Recognition
4.1Psychological safety
4.4Career support
3.4Decision quality
3.9Emerging themes
AI groupedCareer support is the weakest dimension in 3 of 12 teams →
What actually happens
Upward feedback that tells you which managers are actually developing their teams.
- 1
Teams rate their manager on behaviors
Questions describe observable actions clear direction, useful feedback, fair workload not likeability.
Manager Feedback / Q1 team of Devin CrossHow consistently does your manager do the following?
Sets clear priorities for the week
RarelySometimesUsuallyAlwaysGives feedback I can act on
RarelySometimesUsuallyAlwaysRemoves blockers when I raise them
RarelySometimesUsuallyAlwaysSupports my development goals
RarelySometimesUsuallyAlways - 2
Every manager gets the same scorecard
Results are comparable across the org with team size and participation shown, so one loud response cannot skew a rating.
Manager Effectiveness / Q1 scorecardQ1 2026ManagerDirectionDevelopmentIndexSarah Miller4.64.44.5Rachel Kim4.34.14.2Andre Lewis3.93.43.7Devin Cross3.12.62.9Grace Tran4.44.54.5 - 3
Each manager gets two things to fix
The report names the lowest-rated behaviors with anonymized verbatims and a concrete coaching action, then re-measures next quarter.
Manager Report / Devin CrossEffectiveness index
2.9 / 5
Clear direction3.1Actionable feedback2.6Removes blockers3.5Development support2.4Focus: weekly written priorities and one documented development conversation per report.
What you get out of it
Tell every manager how their team actually experiences them.
- 6 dimensionsscored
Clarity, coaching, fairness, recognition, trust and decisiveness each get a number.
- ~20%better team scores
Managers who see specific feedback improve faster than those sent to generic training.
- Privatefirst
Managers see their own report before leadership does, which keeps it developmental.
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Before you ask.
Trust, delegation, accountability, direction-setting, development and recognition each with a score and anonymized quotes from direct reports.
It's designed as a development instrument. Organizations that use it in promotion decisions pair it with performance data and tell managers up front.
Three respondents is the floor for a scorecard. Below that, results are held back to protect anonymity.
Responses are confidential and reported in aggregate. Results are only released once a group hits the minimum response threshold you set (five by default), so no individual can be identified from a breakdown.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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