45 Employee Survey Questions about Management

Management quality directly shapes employee satisfaction, productivity, and retention. A 2024 BambooHR study found that 90% of employees who quit their job in the last year said their manager influenced their decision to leave—not the company itself. In today's hybrid and remote work environments, measuring management effectiveness has become even more essential.

Employee surveys give you direct insight into how your workforce perceives leadership, communication, and workplace culture. But collecting feedback is just the start. You need the right questions and the right tools to turn responses into action.

Poppulo Employee Communications provides an AI-powered platform that streamlines the entire survey process—from creation and distribution across email, mobile, and Teams, to real-time analytics that help you identify trends and improve management practices.

Key Takeaways:

• Happy employees are 12% more productive while unhappy workers underperform by 10%, making employee feedback critical for business success
• Management assessment surveys should cover four key areas: communication, effectiveness, engagement, and inclusivity
• Regular pulse surveys with 5-10 targeted questions help track sentiment changes without overwhelming staff
• 75% of employees quit to escape poor managers, not companies—measuring management performance directly impacts retention
• Poppulo Employee Communications enables you to create, distribute, and analyze surveys across multiple channels while tracking engagement metrics in real-time

Over time it's become clear that there's a direct link between a happy, engaged workforce and a successful business. Research published by the University of Warwick revealed that happiness leads to a 12 percent increase in productivity, while unhappy workers are 10 percent less productive.

The extent of how employee happiness and wellbeing impacts the business is revealed in this Poppulo guide based on groundbreaking global research by Oxford University Professor Jan-Emmanuel de Neve. It highlights in stark terms how happiness and wellbeing impact productivity, talent attraction and retention, and ultimately the financial bottom line. Chekc it out here.

It turns out that happiness makes your brain work more efficiently. For businesses, this means that a content workforce will perform at a higher level than unhappy, disengaged employees. As the American Business Magazine highlights: it's not a coincidence that over 40 percent of the companies listed in the top 100 of Fortune magazine's "America’s Best Companies to Work For" also appear on the Fortune 500 list.

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A fascinating article by the Harvard Business Review also highlights the many ways in which a positive workplace can have a hugely beneficial effect on a business. From healthcare costs to absenteeism and employee churn to an organization's bottom line, the impact of happy employees ricochets far and wide.

So how can you determine how happy or engaged your employees are? Well, the best course of action is to ask them. You can do this through a variety of different channels but arguably one of the more efficient methods is through regular Pulse surveys. Pulse surveys essentially allow you to get the pulse of your organization. They help you determine how your employees feel about the organization, the culture, their managers, and their own role.

The key with Pulse surveys, or any questionnaires you want your employees to fill out, is to keep the questions short and snappy with some open-ended questions where you ask them to rate their level of happiness, for example.

We've compiled a list of 45 employee survey questions about management. While we don't recommend you overload every survey with this many questions, you can pick and choose several of these questions, send them out in different, timed surveys, and then every year, start again with the same questions. By asking the same questions over time you can determine if there are improvements if staff are happier and if changes you've made have had an impact.

Breaking the questions into areas such as the employees' engagement with their role, their relationship with their manager, the effectiveness of their manager, and their opinion of the company and its culture gives you a comprehensive overview of their happiness levels across the board and their opinion of their direct manager. (existing into)

What makes a good manager and why is it so important?

Good managers are a key asset for any organization. The phrase "people leave managers, not companies" is often bandied about but there is the truth behind it. A 2015 Gallup study revealed that a significant 75 percent of people leave their job to "get away from their manager at some point in their career". With this in mind, organizations need to keep on top of managers' performance and their relationship with employees.

When you break down what makes a good manager the following four traits are cited regularly: competency, communication, consistency, and care. These are good starting points for any organization looking to determine the effectiveness of their managers. Survey questions that focus on these elements will provide a clear picture of managers' performance.

Communication and Feedback

Never before has communication been so important. With organizations around the globe still operating remote or hybrid work environments, clear communication is the lynchpin that is keeping everything running. But communication has always been important and for most workers, it is one of the more sought-after traits of a manager.

1. Are your day-to-day responsibilities clearly defined to you?

2. Does your manager communicate well with you and your colleagues about projects?

3. Can you see a clear link between your work and the organization’s objectives?

4. Do you know what you need to do to be successful in your job?

5. Are management decisions transparent and explained?

6. Do you have a clear idea of how you will progress in this company?

7. Does your manager keep you informed about company news and developments?

8. Do you have a clear understanding of the organization's goals and objectives?

9. Is organization-wide communication effective?

10. Is the organization competing effectively in its sector?

11. Do you get recognition from your manager when you do a good job?

12. How frequently do you get recognition?

13. Do you feel like your manager values your feedback?

14. Are you comfortable providing feedback to your manager?

15. Do you believe that feedback from this survey will be used to make improvements?

Effectiveness

Today's youngest workforce demographic – Gen Z have different expectations about the organization they work for and their managers. These younger workers are looking for more than just guidance on their day-to-day tasks, they are seeking a sense of meaning and belonging.

Their ideal manager is supportive and displays trust in them (and they, in turn, trust their manager); in fact trust, care and support are the top three management traits identified by Gen Z workers.

1. Do you have a sense of connection with your manager?

2. Does your manager show a personal interest in you?

3. Do you consider your manager to be a good role model?

4. Has your manager given you the information, tools, and technologies you need to do your job properly?

5. Do you feel like your manager is fully aware of your skills and abilities?

6. Do you have access to the learning and development you need to do your job properly?

7. Has your manager displayed an interest in your career goals?

8. Does your manager treat you and your team members as unique individuals?

9. Does your manager inspire you to be better?

10. Do you feel supported by your manager?

Engagement

An engaged workforce is a productive workforce. How enthusiastic or connected an employee feels with their organization and manager directly relates to how motivated they are to go the extra mile. Importantly, it's also key in how long key staff stay at an organization.

As we've mentioned above, feeling valued and supported are important factors in how engaged a worker feels in their job which is why it's good practice to check in with employees regularly on how they feel about their job.

1. On a scale of 1 to 10, how happy are you in your job?

2. Do you feel valued in your job?

3. Is your manager engaged with you and your team?

4. Do you feel like there are solid career opportunities for you at this organization?

5. Has your manager created a sense of community with your team?

6. Do you feel supported by your manager?

7. Do you see yourself working here in 12 months' time?

Inclusivity

It's become apparent that today's workforce want to feel heard and valued by their managers and organization. Indeed, feeling heard and supported has a direct impact on how a worker performs in their job, leading to increased productivity if these key areas are a focus.

A Salesforce survey revealed that employees who feel a sense of belonging at work are 5.3 times more likely to feel empowered to do their best work than workers who don't feel like they belong. And those who feel like their voice is heard in the workplace are 4.6 times more likely to feel empowered to do their best work.

These figures are important and show how highly today's workers value inclusivity in the workplace. Asking employees regularly about their experience in the workplace will give you a clear sense of whether you are fulfilling your inclusivity mandates.

1. Does your manager promote a positive work environment?

2. Do you feel like your manager respects you and your team members?

3. Does your manager encourage an inclusive culture?

4. Are you encouraged to be your authentic self at work?

5. Does your manager/organization actively try to close the gender pay gap?

6. Does the organization's vision motivate you?

7. Does senior management model your values.

8. I am optimistic about the future of our organization.

9. I have confidence in our senior management.

10. Are you proud to work at this organization?

11. Would you recommend a friend apply for any open position here?

12. What three words sum up the company culture?

45 Employee Survey Questions by Focus Area

The most effective management surveys assess four critical dimensions. Here are 45 questions organized by focus area—use them individually or combine several in rotating surveys to track progress over time.

Communication & Feedback

Clear communication keeps remote and hybrid teams aligned. These questions reveal whether managers are transparent, accessible, and responsive.

1. Are your day-to-day responsibilities clearly defined?
2. Does your manager communicate effectively about projects?
3. Can you see a clear link between your work and the company’s goals?
4. Do you know what success looks like in your role?
5. Are management decisions explained transparently?
6. Do you understand how to grow in your role?
7. Does your manager keep you updated about company news?
8. Do you have a good grasp of the organization’s objectives?
9. Is company-wide communication effective?
10. Do you receive recognition when you do a good job?
11. How frequently do you receive recognition?
12. Does your manager value your feedback?
13. Are you comfortable giving feedback to your manager?
14. Do you believe feedback from this survey will be acted upon?

Effectiveness

Good managers provide support, resources, and meaningful guidance. Gen Z employees particularly value trust, care, and a sense of purpose in their work relationships.

1. Do you feel a personal connection with your manager?
2. Does your manager show genuine interest in you?
3. Is your manager a role model you look up to?
4. Has your manager given you the tools and resources to do your job well?
5. Do you feel your manager understands your skills and strengths?
6. Do you have access to learning and development opportunities?
7. Does your manager support your career goals?
8. Does your manager treat you as an individual, not just a role?
9. Does your manager inspire you to improve?
10. Do you feel supported by your manager, especially during challenges?

Engagement

Engaged employees are motivated to go the extra mile. These questions measure how connected your workforce feels to their roles, teams, and managers.

1. On a scale of 1–10, how satisfied are you in your job?
2. Do you feel valued at work?
3. Does your manager make an effort to connect with you and your team?
4. Do you believe there are meaningful advancement opportunities here?
5. Has your manager fostered a sense of team community?
6. Do you feel supported by your manager on an ongoing basis?
7. Do you see yourself working here 12 months from now?

Inclusivity

Employees who feel heard and respected perform better. A Salesforce survey found that workers who feel they belong are 5.3 times more likely to do their best work.

1. Does your manager promote a positive environment for everyone?
2. Do you feel respected by your manager and peers?
3. Does your manager encourage a culture of inclusion?
4. Can you be your authentic self at work?
5. Do you feel the company is closing gaps (e.g., pay, representation)?
6. Does leadership reflect your values?
7. Do you have confidence in the company’s senior management?
8. Are you proud to work here?
9. Would you recommend a friend to apply here?
10. What three words best describe our company culture?
11. Do you think diverse perspectives are genuinely valued?
12. Do you feel safe speaking up or sharing differing opinions?
13. Have you experienced or witnessed unfair treatment?
14. Do you believe your manager treats everyone's contributions fairly?

Best Practices for Using Employee Survey Data

Collecting feedback is meaningless without follow-through. Here's how to maximize the value of your employee surveys:

Analyze results across teams and segments Compare responses by department, location, tenure, or manager to identify patterns. Segment analysis reveals whether issues are isolated or systemic.

Identify actionable insights Look beyond raw scores. If communication ratings drop in remote teams but stay high in-office, that's a signal to improve digital communication tools or manager training for distributed work.

Share findings transparently Employees who see their feedback acknowledged and acted upon are more likely to participate in future surveys. Share key insights and the changes you're implementing as a result.

Improve management and engagement using feedback Use survey data to inform coaching, training programs, and recognition initiatives. Track improvement over time by asking the same questions quarterly or bi-annually.

How Poppulo Employee Communications Can Help

Poppulo isn’t just for sending newsletters — it’s a full internal communications suite with powerful survey capabilities. Here’s how Poppulo supports your employee survey efforts:

• Create, distribute, and analyze: You can build surveys directly in Poppulo, distribute them via email, mobile app, or other channels, and analyze responses using built-in analytics.
• Track engagement metrics: Poppulo gives you data on open rates, click-throughs, and responses — meaning you can measure both comms reach and survey participation.
• Integrate feedback with comms strategy: Survey insights feed back into your larger employee communications plan. Using Poppulo’s AI-powered analytics, your internal comms team can tailor messages, send targeted content, and close feedback loops.
• Governance & segmentation: With Poppulo, you can segment surveys by employee attributes (e.g., role, location) and manage workflow permissions, making sure feedback is relevant and secure.

Conclusion

Employee surveys are a powerful tool for measuring management effectiveness — especially in hybrid or remote settings. By asking the right employee survey questions, you can gain insights into communication, engagement, inclusivity, and leadership. But collecting feedback is just the first step: what really matters is acting on it.

With Poppulo Employee Communications, you can run the full feedback lifecycle — from survey design to distribution, analysis, and strategic response. Use employee feedback to build better managers, drive engagement, and strengthen your company culture.

Ready to level up how you listen to your team? Try Poppulo Employee Communications to streamline employee survey collection and make data-driven improvements to your management practices.

FAQ

Why are employee surveys important for management?

Employee surveys provide direct, structured insights into how employees perceive their managers — helping leaders understand areas of strength and needed improvement.

How often should management surveys be conducted?

Pulse surveys work best when conducted monthly or quarterly. Keep them short (5-10 questions) and consistent in timing. Annual surveys are too infrequent to catch emerging issues, while weekly surveys can cause survey fatigue. The key is finding a rhythm that lets you track trends without overwhelming employees—and giving yourself time to act on results between surveys.

What areas should employee surveys cover?

Surveys should cover communication, decision-making effectiveness, engagement, inclusivity, recognition, career development, and psychological safety.

How can survey results improve employee engagement?

By identifying pain points (e.g., poor communication or lack of recognition), leadership can take targeted action, build trust, and make changes that increase motivation and retention.

How can Poppulo help collect and analyze survey feedback?

Poppulo provides tools to create surveys, distribute them across channels, track engagement, analyze responses, and integrate insights into internal communications.