Get the honest feedback you need to grow as a leader
Let your team tell you what's working and what isn't, anonymously and without politics.
Create a manager feedback poll →Why managers rarely get honest feedback
Power dynamics change what people are willing to say.
Fear of consequences
Employees worry that critical feedback will affect their performance reviews, salary, or day-to-day relationship with their manager.
Social desirability bias
Face-to-face or attributed feedback skews positive. People say what they think you want to hear.
The result: blind spots
Managers miss critical signals. Team frustrations compound silently. Turnover surprises everyone.
Sample manager feedback questions
How to run it effectively
Be explicit about anonymity
Tell your team upfront that answers are AI-rewritten before you see them — and that the raw text is never stored.
Keep it focused
4–6 targeted questions get better responses than long surveys. Be specific about what you want to improve.
Share what you learned
Close the loop: share the summary themes with your team and what you're committing to change. This builds trust for future rounds.
Run it quarterly
Repeat every quarter. Growth is visible, and the psychological safety compounds over time.