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Run: Manager Engagement Effectiveness Self-Reflection Guide

A manager self-reflection survey that helps leaders assess recognition, feedback, workload, and team engagement drivers, then turn the results into concrete ...

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Recognition and Appreciation

I recognize team members for meaningful contributions in a timely way. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

I tailor recognition so it feels specific, sincere, and relevant to the person. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

What recognition habit would you most like to improve?

If you rated yourself 3 or below on either recognition question, describe what is getting in the way.

Feedback, Coaching, and Communication

I give feedback often enough for team members to know how they are doing. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

My feedback is specific, actionable, and balanced between strengths and improvement areas. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

My team can ask questions and raise concerns without negative consequences. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

What is one communication or feedback behavior you want to change?

If you rated yourself 3 or below on any item in this section, explain why and what support would help.

Workload, Priorities, and Support

I actively help the team prioritize work so expectations are clear and realistic. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

I notice when workload is becoming unsustainable and take action early. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

I remove blockers or escalate issues quickly enough to help the team stay productive. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

Where is workload management breaking down most often?

If you rated yourself 3 or below on any item in this section, describe the main cause and the first change you would make.

Growth, Engagement, and Intent to Stay

I have regular conversations with team members about growth, development, and career goals. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

I can identify the main engagement drivers for my team right now. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

I have a clear sense of whether people on my team intend to stay or may be at risk of leaving. (required)

Rate your current behavior on a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.

What is the most important engagement driver you need to address next?

If you rated yourself 3 or below on any item in this section, describe the driver and the action you will take.

Action Commitments and Anything Else

What is one specific action you will take in the next 30 days to improve team engagement? (required)

Write one observable action with a clear owner and timeline.

What support do you need from your manager, HR, or peers to follow through?

Include coaching, tools, time, or escalation support if needed.

Anything else you want to reflect on?

Optional final comments.

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