Manager Effectiveness & Leadership Feedback
noun.
Measure manager effectiveness through trust, direction and delegation feedback.
e.g. Would you recommend working for your manager?
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Surveys / Template library
SearchARSurvey templates
Created by Xobin Grow · pick a template to launch a pulse
Manager effectiveness & leadership feedback
Employees provide structured feedback about their manager inspiring direction, trust, delegation, accountability, and overall leadership recommendation.
#Leadership #Accountability
Employee wellbeing & team climate pulse
Created by Xobin Grow
Execution, accountability & strategy pulse
Created by Xobin Grow
Manager effectiveness & leadership feedback
Send this pulse to
1. My manager sets a clear, inspiring direction.
2. I trust my manager to delegate and follow through.
3. My manager holds the team accountable fairly.
Response recorded
Thank you, Jessica your answers stay anonymous and roll up into the team report.
Surveys / Leadership feedback report
SearchARLeadership feedback report
Mark Sullivan manager effectiveness, H2 2026
Responses
9
Completion
100%
Recommend as a manager
9.1 / 10
Dimension scores · team average
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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