Run a manager effectiveness engagement survey

Manager effectiveness engagement surveys allow you to formally evaluate Manager Effectiveness within your organization by gathering anonymous feedback from employees about their direct manager based on how they live out 15Five's Manager Effectiveness Competencies. You can hold a stand-alone manager effectiveness engagement survey or include the survey in a larger engagement campaign. Data from these assessments, which can be held as stand-alone engagement surveys or included as part of larger engagement campaigns, can be included in your organization's Manager Effectiveness Indicator (MEI) configuration. This article walks through how to create a manager effectiveness engagement survey. 

In this article, you will learn...

Access and availability

⛔️ Required access to create an engagement campaign.
👥 This article is relevant to Organization admins.
📦 This feature is available in the Total Platform pricing package.

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Note

You also have the option to create manager effectiveness review cycles, which can be included in your Manager Effectiveness Indicator (MEI) configuration.


Create a manager effectiveness engagement survey

  1. Click Engagement in 15Five's main, left-hand navigation.
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  2. You'll land on the Engagement Overview page in 15Five. From here, click Go to Engage to open the Engage Portal.
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  3. You're now on the Campaigns List. From here, click the Manager Effectiveness button t the top of the page.
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  4. A popup will appear that allows you to select survey settings. Select a survey launch date.
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  5. [Optional] If you'd like to customize your survey, click Customize Survey.
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    Follow these steps to customize your survey
    1. Upon clicking Customize Survey, you'll be taken to the Campaign Details page.
    2. The first section of the Campaign Details page is "Campaign Details". In this section, you can customize basic details about the campaign.
      • Select a campaign name. If desired, select a different name for your campaign.
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      • Select campaign participants. Here, you can also customize which employees you want to include in this campaign. By default, all users in the Engage system are included in the manager effectiveness survey. Here, you can limit the survey to specific groups and/or exclude employees.
        Customize-Survey-Participants.png
      • Decide whether or not you want the campaign to repeat. Finally, you can select whether or not you'd like the campaign to repeat. By default, surveys are set to repeat every 90 days, but you can update the preferred cadence for the organization by going to Settings > Assessment Settings. Here, you can choose not to repeat the survey, or change how often you want it to repeat.
        Repeat-Survey-Option.png
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        Note

        If you choose to repeat a campaign, Engagement Admins and Organization Admins will get a reminder about the scheduled assessment thirty days before the start date. You can use the auto-scheduled date, or reschedule to a date that works best for your organization.

    3. The next section of the Campaign Details page is "Surveys." Here, you can customize which surveys you want to include in your engagement campaign and other campaign settings.
      • Add surveys to your campaign. Add a survey by using the 'Select a survey' dropdown menu and clicking Add.
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        Added surveys will appear in the list at the bottom of the 'Surveys' section. From here, you can use the six dots to the right of a survey name to drag and drop surveys in the order you'd like them to appear to participants.
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      • Preview what your campaign will look like. To preview what the engagement campaign will look like to participants, click Preview Survey in the top, right-hand corner of the survey list.
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      • Select a feedback filter. In this section, you can select a feedback filter. To protect the confidentiality of survey participants, open-ended question answers collected from any survey in a campaign can be filtered by one group type. Use this section to select the group type you would like to view comments by.
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    4. The last section of the Campaign Details page is "Campaign schedule and reminders".In this section, you can customize milestones and notifications.
      • Select a start and end date/time. Use the date/time fields to customize when the campaign will be sent to participants and when responses will be cut-off.
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      • Customize notification type. Next, select how you want notifications to be sent to participants. Options are email, SMS, email and SMS, or none.
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      • Customize when notifications are sent out. Here, you can customize the date and time that notifications will go out to participants. When you set the start date for your campaign, we will automatically add dates and times for the 5 notifications, which employees will get at the scheduled time. This is the default and recommended cadence, and organizations using this cadence average an 82% response rate. Only non-respondents will receive reminders.
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  6. Click Schedule Now.
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  7. You'll be taken to the Campaign Details page to confirm your survey settings. Once you're satisfied with your settings, click Confirm at the bottom of the page.
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  8. A popup will appear that contains your selected settings. When you're ready, click Confirm Campaign. The campaign will be sent to participants on your selected start date/time.
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  9. If you need to make any changes before the campaign launches on the start date, click Unconfirm. Make the necessary changes, then re-confirm the campaign.
    Unconfirm.png

Reporting options

Upon survey completion, you can view a breakdown of statement responses or use the MEI Heatmap in the "Factors" tab of the 15Five's Manager Effectiveness Dashboard to see how manager sentiment is trending across your organization. Manager effectiveness survey results can also be pulled into your organization's Manager Effectiveness Indicator configuration to measure manager effectiveness in your organization.


Survey Statements

The manager effectiveness survey contains the following 8 statements that are correlated to manager effectiveness competencies. Participants are asked to reflect on the following statements on a five-point scale from strongly disagree to strongly agree. These statements cannot be altered, as they're used for benchmarking.

Assessment Statement Corresponding Competency
I understand what is expected of me at work.

Setting Goals: Prioritize work and define measurable objectives that an individual or organization wants to achieve. Identify the desired outcome or results and develop a plan to reach that goal.

My manager contributes to my productivity.

Enabling Productivity: Create an environment or provide resources and tools that allow individuals to work efficiently and effectively toward achieving their goals. Identify the factors that may hinder productivity and find ways to eliminate or mitigate them.

My manager frequently provides feedback that helps me improve my performance.

Giving and Receiving Feedback: Provide or get information about performance, behavior, or actions with the intention of improvement or the continuation of doing something well.

My manager effectively directs our people and resources toward our most important priorities. Demonstrating Business Acumen: Analyze complex situations, anticipate future trends and possibilities, and develop plans that take into account various factors and contingencies across a business environment.
My manager positively influences others and our culture.

Influencing Others: Affects people's beliefs, attitudes, and behaviors. Have an awareness of people, their values, and needs, and use this knowledge as a means to drive organizational impact.

My manager effectively balances doing work, delegating work, coaching, and influencing others. Managing Oneself: Stay organized, focused, and productive while also managing their teams effectively.
My manager actively supports my career growth and development.

Supporting Career Growth: Help individuals to develop the knowledge, skills, and experience they need to achieve their career goals. Mentor, train, coach, and provide opportunities for learning and growth.

My manager values my opinions.

Building Strong Teams: Foster their team to work well together, be committed to a common purpose, and achieve their goals efficiently and effectively together.


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