25 Questions for a Travel Agency Customer Satisfaction Survey Survey questions
Manager feedback survey questions. Twenty-six questions for a team to rate its manager.
Questions for upward feedback, where a team rates its manager. They are grouped by topic: communication, support and growth, recognition, decisions and fairness, and workload. Each one comes with its scale and what the answer tells you.
The Free plan includes up to 30 questions per survey and 100 responses a month. No credit card required.
26 manager feedback questions by topic.
Pick 10–12 for one survey and ask the same ones about every manager so you can compare the results.
Communication
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My manager clearly explains what is expected of me.
Why ask it. Agreement statements about specific behavior work well for upward feedback. People find it easier to rate what the manager does than to judge the person.
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My manager keeps the team informed about changes that affect our work.
Why ask it. Teams that hear about changes last trust their manager less. This question shows whether that’s happening.
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How often do you have one-on-ones with your manager?
Why ask it. It asks for a fact rather than an opinion. Many other low scores trace back to “Never”.
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My manager listens to my ideas and concerns.
Why ask it. People stop sharing ideas long before they say so. A falling score is an early sign.
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How easy is it to reach your manager when you need help?
Why ask it. A busy manager can still be reachable. A low score here means the whole team waits.
Support and growth
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My manager helps me solve problems instead of handing them back to me.
Why ask it. It separates managers who unblock their team from those who only track tasks.
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My manager supports my professional development.
Why ask it. Growth is one of the main reasons people stay, and the manager is the one who makes it happen.
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In the last six months, has your manager talked with you about your career?
Why ask it. Something that did or didn’t happen is easier to answer honestly than a rating.
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My manager trusts me to decide how to do my work.
Why ask it. Low trust shows up as micromanagement, and experienced people are often the first to leave over it.
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What kind of support would help you most?
Why ask it. It gives the manager a concrete list to work on, which a score alone can’t do.
Feedback and recognition
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My manager gives me useful feedback on my work.
Why ask it. The statement says “useful” on purpose. Frequent feedback that changes nothing doesn’t help anyone.
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My manager recognizes it when I do good work.
Why ask it. Recognition costs nothing and is easy to forget. This score is a reminder for the manager.
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How does your manager usually give critical feedback?
Why ask it. How criticism is delivered matters as much as whether it’s given at all.
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My manager is open to feedback on their own work.
Why ask it. A manager who takes feedback well gets more honest answers in the next survey.
Decisions and fairness
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My manager treats everyone on the team fairly.
Why ask it. A sense of unfairness spreads through a team quickly. Any score below 3 deserves a closer look.
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My manager explains the reasons behind decisions.
Why ask it. People accept hard decisions when they understand them. This shows whether they do.
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My manager sets clear priorities when everything seems urgent.
Why ask it. Without priorities the team works on everything at once. Read it together with the workload question.
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My manager keeps their promises.
Why ask it. The shortest question about trust.
Team and workload
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My manager makes sure the workload is shared fairly.
Why ask it. When work is shared unevenly, the strongest people burn out first.
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My manager addresses conflicts within the team.
Why ask it. A conflict left alone wears down the whole team. A low score shows the manager tends to avoid it.
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How would you describe the atmosphere on your team?
Why ask it. A quick read on the team’s mood, which the manager shapes more than anyone else.
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My manager shields the team from unnecessary work and meetings.
Why ask it. It shows whether the manager filters requests or passes every one of them on.
Overall and open-ended questions
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How likely are you to recommend your manager to a friend looking for a job?
Why ask it. One summary number for the manager, calculated like NPS. Track it from survey to survey.
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What should your manager keep doing?
Why ask it. It tells the manager what works. Feedback that is all criticism is hard to act on.
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What is one thing your manager could do differently?
Why ask it. One change is easier to put into words, and to act on, than a long list.
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Is there anything else you’d like to share?
Why ask it. Keep it optional. Some of the most useful answers show up here.
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How to run manager feedback people trust.
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Make it anonymous
Turn on anonymous mode, available on every plan including Free, and mention it in the invitation. Send the survey from HR rather than from the manager.
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Show results only for teams of five or more
On a team of three, everyone knows who wrote what. Combine small teams or skip the team-level view.
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Ask the same questions about every manager
One set of questions for all managers lets you compare them and see who needs support.
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Talk through the results
The manager shares the main findings with the team and names one or two things they will change.
Questions for other audiences.
Questions and answers
What questions should be in a manager feedback survey?
Statements about the manager’s behavior rated on a 1–5 agreement scale, covering communication, support and growth, feedback and recognition, fairness and workload. Add one or two open-ended questions about what to keep and what to change.
Should a manager feedback survey be anonymous?
Yes. People rarely criticize their manager under their own name. In SurveyNinja, anonymous mode is on every plan, including Free.
How often should employees rate their manager?
Once or twice a year. Ask the same questions each time so the manager can see what changed.
What is the difference between manager feedback and a 360 review?
A manager feedback survey asks only the team. A 360 review also asks the manager’s own manager and peers, and the manager rates themselves.
Turn these questions into a survey today.
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