Getting honest manager feedback through employee survey feedback examples can transform workplace dynamics and team performance. Employees need a safe space to reflect and share how their managers affect daily experiences—good or bad.
This guide offers 18 great questions for manager feedback, organized by theme, each paired with AI-powered follow-ups for richer insights. Use these to build AI-driven surveys that go beyond the basics and surface what really matters.
Why traditional manager feedback surveys miss the mark
Checkbox survey forms miss the context and nuance of real manager-employee relationships. They’re easy to skim and even easier to dismiss, which means the feedback rarely sparks real change. Fear of retaliation or simply going “on record” in traditional formats also holds people back from being direct—even when anonymity is promised. Not only that, but static, one-size-fits-all questions can’t follow up or probe for specific situations, so critical details slip through the cracks.
Conversational surveys feel more like a trusted conversation than a compliance form. They adapt in real-time, ask clarifying questions, and show respondents that their voice actually matters. This boost in authenticity is reflected in the numbers: 74% of employees are more inclined to share feedback if it is truly anonymous—proof that psychological safety is non-negotiable for real insights. [1]
AI follow-up questions dig into specifics automatically. Instead of a manager just seeing, “Needs to communicate more clearly,” they get context: When? With whom? During what project? Platforms like Specific’s automatic AI follow-up questions turn surveys into living conversations, probing just enough to capture the “why” behind surface-level feedback.
Traditional Surveys | Conversational AI Surveys |
|---|---|
Checkbox answers only | Open-ended plus dynamic follow-ups |
Static, generic questions | Personalized to each answer and experience |
One-directional feedback | Feels like a genuine conversation |
No probing for deeper insights | AI clarifiers uncover specific context |
Low engagement rates | Higher completion and response rates |
Suspicion about anonymity | Anonymous options increase psychological safety |
Communication questions that reveal manager effectiveness
Great communication is the foundation of a healthy manager-employee relationship. Here are six core questions—each with an AI clarifier example—that help reveal how managers set clear expectations, listen, and adapt their style.
Main question: How clearly does your manager explain expectations for your work?
Can you recall a specific project or task where their expectations felt especially clear or unclear? What made the difference?
Main question: How often does your manager give you meaningful feedback on your work?
What’s the most useful feedback you’ve received recently—and how did it help you improve?
Main question: Does your manager practice active listening during one-on-ones or team meetings?
Is there an example of a time when you felt truly heard (or not), and what happened next?
Main question: How effective are team meetings run by your manager for sharing information and resolving questions?
Do you feel comfortable speaking up or asking questions during these meetings? Why or why not?
Main question: Describe the quality of your one-on-one meetings with your manager.
What’s one thing that could make those meetings more valuable for you?
Main question: Does your manager adapt their communication style to your preferences?
Can you share a time when they changed their approach—email, chat, or in person—to help you understand?
AI-powered follow-ups turn bland answers into actionable insights. They clarify whether clear expectations or active listening are strengths—or if communication breakdowns need urgent attention. This method lets you spot patterns that basic forms would miss, especially when feedback gets complex.
Trust and psychological safety questions
Feedback on trust is where things get personal—and powerful. Employees are far more likely to contribute honest input about sensitive issues like fairness or support if they believe their privacy is protected. 41% of employees have left a job because they felt their feedback was not listened to, underlining why investing in trust and follow-through isn’t optional. [2]
Main question: Do you feel genuinely supported by your manager when you face challenges?
Can you describe a specific instance when your manager helped you through a tough situation?
Main question: Are you comfortable sharing mistakes or setbacks with your manager?
What has made it easier or harder to speak openly about challenges or failures?
Main question: How much do you trust your manager’s decisions that impact your work or team?
Has there been a time when you agreed or disagreed with a major decision, and why?
Main question: Do you feel your manager treats everyone fairly and respectfully?
Have you observed situations where fairness or respect was especially clear or lacking?
Main question: Is your manager approachable if you have personal or professional concerns?
What signals has your manager sent—positive or negative—that influence your willingness to approach them?
Main question: How well does your manager resolve conflicts within the team?
Was there a recent example where conflict was handled well, or could have gone better?
These topics need an anonymous feedback setting—the data shows 74% of employees are more likely to share feedback if it’s anonymous. [1] For deeply personal issues, AI surveys make it easy to configure a sensitive, supportive tone and ensure managers receive nuanced, honest input—something that’s tough to achieve with static forms.
You can fine-tune your conversational AI to default to a professional, empathetic voice for psychological safety and invite deeper reflections.
Growth and development questions
Managers have massive impact on career development and growth opportunities. These six questions dig into whether managers actually help employees advance—not just fill out performance reviews. Smart AI clarifiers make it easier to connect feedback to real development actions.
Main question: Does your manager regularly discuss your career goals and ambitions with you?
What’s an example of a time your manager helped shape your development plan or offered advice?
Main question: How does your manager support your skill development and training?
Which specific learning or training opportunities has your manager encouraged or supported?
Main question: Have you been offered challenging assignments or stretch opportunities?
Can you share a recent example of a stretch assignment and what you learned from it?
Main question: In what ways does your manager recognize your achievements and progress?
What kind of recognition motivates you the most, and how does your manager deliver it?
Main question: Do you receive useful, constructive feedback to help you improve?
Has there been a time when constructive feedback made a real difference in your performance?
Main question: Is your manager available as a mentor or guide when you seek advice?
Can you describe a specific situation where your manager’s mentorship helped you grow?
This batch of questions is ideal for performance review prep, succession planning, or any effort to align manager actions with growth opportunities. With AI survey builder features, follow-up questions quickly reveal what types of support work—and which ones don’t.
AI-powered survey platforms are making a real impact here, too. AI-driven performance management solutions have resulted in a 65% improvement in employee engagement and a 45% increase in performance improvement rates. [3]
Setting up manager feedback surveys for honest responses
Anonymity settings are crucial when asking about manager feedback. For sensitive or emotional topics, turn on full anonymity to ensure employees can answer without risk. This single step can double your response rate and the quality of insights—you’ll never get brutal honesty if people fear being identified.
Tone configuration matters just as much. For sensitive topics, set your survey’s tone to professional and empathetic. In the right context, a respectful prompt does wonders to lower defenses and invite candor.
Recontact windows and timing set the rhythm. Managers and employees change fast, so it’s smart to run feedback surveys at least quarterly, and never less than twice a year. Building in gaps ensures you can respond and act on feedback before asking again—otherwise, people will burn out.
Well-designed AI-powered follow-ups transform a static poll into a conversational survey—respondents see their answers genuinely drive the next interaction. Want to customize your cadence, tone, and AI probing settings? Specific’s AI survey editor makes it as easy as a chat.
Overcoming resistance to manager feedback
Managers often worry about negative feedback being weaponized, skewed by one-off situations or loud voices rather than valid trends. The answer? Let AI summaries do the sorting. They identify patterns, weed out outliers, and turn scattered input into actionable next steps—without drowning managers in noise. This approach helps reinforce that the survey is a development tool, not a performance review.
Conversational surveys also keep fatigue in check—each question feels relevant and prompts richer answers. And when it’s time to review, AI survey response analysis helps even skeptical managers see how the feedback adds up in a constructive way. That way, the focus is always learning and growth—not blame.
Good Practice | Bad Practice |
|---|---|
Frame feedback as a development tool | Position survey as part of formal review process |
Enable full or partial anonymity for responses | Require respondents to identify themselves |
Use AI summaries to surface patterns | React to isolated negative remarks |
Set a regular, predictable survey cadence | Send surveys randomly or rarely |
Encourage honest, actionable feedback | Discourage constructive criticism |
Build your manager feedback survey with AI
Ready to transform how your team experiences manager feedback? With Specific’s AI, building an effective, conversational survey takes minutes—and the conversational format unlocks essential honesty for even the most sensitive feedback. Create your own survey to start improving manager effectiveness now.