Manager Evaluation Form Template
Streamline Your Employee Reviews with This Easy-to-Use Template
Evaluating a manager's performance can be a challenging task, but having the right framework makes it easier. This manager evaluation form template helps you gather valuable feedback from employees, ensuring a comprehensive assessment of leadership effectiveness. Use it to identify areas for improvement, enhance communication between teams, and foster a culture of accountability. Plus, it's designed to comply with accessibility standards, making it suitable for all users. Explore the live template now to make your evaluation process seamless and efficient.
When to use this form
Use this template when you need structured, confidential feedback on a manager from direct reports, peers, and cross-functional partners. Run it mid-year, at year-end, after a reorg, or 90 days after a new leader starts. Pair it with the Employee appraisal form to compare what a manager expects with what employees experience. If the role oversees a squad or program, add a Group evaluation form to capture team outcomes alongside leadership behaviors. HR and department heads get comparable data to spot strengths, risks, and training needs. Use the results to set action plans, and follow up coaching with a Performance counseling form. The outcome: clearer expectations, better coaching, and faster removal of roadblocks across your teams.
Must Ask Manager Evaluation Questions
- How clearly does your manager set goals, priorities, and deadlines?
Clarity reduces rework and stress, and it shows whether strategy reaches the team. Low clarity flags a planning gap that needs training or support.
- When blockers arise, how quickly and effectively does your manager remove them? Give one example.
Speed on unblockers directly affects delivery and morale. Examples make the feedback actionable and help you target specific process fixes.
- How effectively does your manager give timely, actionable feedback?
This tests coaching quality, which drives growth and retention. If scores lag, map skill gaps with an Assessment form and target training.
- How safe do you feel raising concerns or dissenting views with your manager?
Psychological safety fuels innovation and honest risk reporting. Low results suggest changes to meeting norms, listening habits, or escalation paths.
- How often are your 1:1s productive, and what would make them better?
Cadence and quality of 1:1s predict engagement and delivery. Specific suggestions guide quick wins on agendas, follow-through, and time use.
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