Manager Talent Development Effectiveness Survey

Anonymous upward-feedback survey measuring how effectively managers invest in employee growth, hold meaningful career conversations, and create conditions for skill development. Identifies development champions and surfaces neglect patterns across the manager population.

Career Conversations & Goal Setting

• My manager and I have regular, meaningful conversations about my career goals and aspirations.
  1 = Strongly disagree → 5 = Strongly agree
• My manager helps me set clear, stretching development goals that align with my career direction.
  1 = Strongly disagree → 5 = Strongly agree
• My manager follows through on commitments made during our career or development discussions.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated any of the above 3 or below, please tell us more. What would more effective career conversations look like for you?
  Your response is anonymous. Be as specific as you feel comfortable.

Coaching & Feedback Quality

• My manager provides specific, actionable feedback that helps me improve my performance and skills.
  1 = Strongly disagree → 5 = Strongly agree
• My manager coaches me through challenges rather than simply telling me what to do.
  1 = Strongly disagree → 5 = Strongly agree
• My manager gives me honest feedback about my strengths and the areas where I need to grow.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated any of the above 3 or below, what type of feedback or coaching would be most valuable to you?
  Your response is anonymous. Specific examples are helpful.

Growth Opportunities & Skill Building

• My manager actively creates or connects me with opportunities to learn new skills (e.g., projects, training, stretch assignments).
  1 = Strongly disagree → 5 = Strongly agree
• My manager advocates for my participation in high-visibility work or cross-functional opportunities.
  1 = Strongly disagree → 5 = Strongly agree
• My manager supports me in applying what I learn — I have real opportunities to practice new skills on the job.
  1 = Strongly disagree → 5 = Strongly agree
• My manager removes obstacles that would otherwise prevent me from pursuing development activities.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated any of the above 3 or below, what specific barriers has your manager failed to address?
  Your response is anonymous. Examples might include workload, budget, access, or visibility.

Recognition of Potential & Advancement Support

• My manager recognizes and acknowledges my potential beyond my current role.
  1 = Strongly disagree → 5 = Strongly agree
• My manager actively sponsors or advocates for my advancement within the organization.
  1 = Strongly disagree → 5 = Strongly agree
• I understand what I need to demonstrate to be considered for the next step in my career, based on conversations with my manager.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated any of the above 3 or below, what would it look like for your manager to better recognize or support your advancement?
  Your response is anonymous.

Overall Development Experience & Intent to Stay

• Overall, how effective is your manager at supporting your professional development?
  1 = Not at all effective → 5 = Extremely effective
• My manager's investment in my growth is a reason I want to stay with this organization.
  1 = Strongly disagree → 5 = Strongly agree. This is an 'intent to stay' engagement driver.
• On a scale of 0–10, how likely are you to recommend your manager to a colleague as someone who genuinely develops their team? (eNPS-style)
  0 = Would not recommend at all → 10 = Would strongly recommend. Scores 0–6 = Detractor, 7–8 = Passive, 9–10 = Promoter.
• What is the primary reason for your score above?
  Your response is anonymous. This open-ended follow-up helps us understand the 'why' behind your rating.
• What is the single most impactful change your manager could make to better support your development?
  Your response is anonymous. Please be as specific as possible.
• Is there anything else you'd like to share about your development experience that this survey didn't capture?
  Your response is anonymous. All feedback is reviewed and used to improve manager development programs.