The Manager Effectiveness engagement survey contains eight fixed statements, each mapped to a Manager Effectiveness Competency.
Key Rules
- Participants rate each statement on a five-point scale: strongly disagree to strongly agree.
- Statements cannot be altered — they are used for benchmarking across organizations.
- All eight statements appear in every Manager Effectiveness survey; none can be removed individually.
| Survey Statement | Corresponding Manager Effectiveness Competency |
|---|---|
| I understand what is expected of me at work. | Setting Goals — prioritize work and define measurable objectives |
| My manager contributes to my productivity. | Enabling Productivity — create conditions for efficient, effective work |
| My manager frequently provides feedback that helps me improve my performance. | Giving and Receiving Feedback — share performance information with intent to improve |
| My manager effectively directs our people and resources toward our most important priorities. | Demonstrating Business Acumen — analyze situations and develop plans across a business environment |
| My manager positively influences others and our culture. | Influencing Others — affect beliefs, attitudes, and behaviors to drive organizational impact |
| My manager effectively balances doing work, delegating work, coaching, and influencing others. | Managing Oneself — stay organized and productive while managing a team |
| My manager actively supports my career growth and development. | Supporting Career Growth — develop knowledge, skills, and experience toward career goals |
| My manager values my opinions. | Building Strong Teams — foster commitment to a common purpose and effective collaboration |
Common Misunderstanding
Admins cannot customize or reorder these statements. If you need custom questions, add a separate survey to your campaign alongside the Manager Effectiveness survey.