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Run: New Manager Six-Month Assimilation Follow-Up Survey

Anonymous six-month follow-up survey for a new manager’s assimilation commitments. It captures observable change in communication, development, safety, and d...

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Communication and Transparency

My manager communicates team goals, priorities, and context clearly and consistently. (required)

Strongly disagree → Strongly agree (1–5)

My manager keeps the team informed about decisions that affect our work in a timely way. (required)

Strongly disagree → Strongly agree (1–5)

My manager actively listens and makes me feel heard in one-on-ones and team discussions. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or below, what specific communication behavior would you most want to see change?

Optional — share a specific example if helpful.

Team Development and Support

My manager provides feedback that is specific, actionable, and timely — not just during formal reviews. (required)

Strongly disagree → Strongly agree (1–5)

My manager actively supports my professional growth and helps me identify development opportunities. (required)

Strongly disagree → Strongly agree (1–5)

My manager delegates work in a way that stretches my capabilities rather than just offloading tasks. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or below, what would meaningful support for your development look like from this manager?

Optional — be as specific as you can.

Psychological Safety and Inclusion

I feel safe raising concerns, mistakes, or unpopular ideas with my manager without fear of negative consequences. (required)

Strongly disagree → Strongly agree (1–5)

My manager treats all team members fairly and consistently, regardless of background or working style. (required)

Strongly disagree → Strongly agree (1–5)

My manager acknowledges and acts on team input rather than defaulting to decisions already made. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or below, describe a situation where you felt unheard or excluded.

Optional — specific examples help the most.

Decision-Making and Accountability

My manager makes decisions at the right pace — neither bottlenecking the team nor moving so fast that context is lost. (required)

Strongly disagree → Strongly agree (1–5)

My manager holds themselves and the team accountable to commitments in a consistent and fair way. (required)

Strongly disagree → Strongly agree (1–5)

My manager removes obstacles that block the team's progress rather than leaving us to navigate them alone. (required)

Strongly disagree → Strongly agree (1–5)

If you rated any of the above 3 or below, what is the most common blocker your manager has not yet addressed?

Optional — describe the pattern, not just a single incident.

Continue, Start, Stop

What is one thing your manager is doing well that you want them to CONTINUE? (required)

Be specific — name the behavior, not just the outcome (e.g., 'Running focused 1:1s with a shared agenda' rather than 'Being a good manager').

What is one thing your manager is NOT currently doing that you want them to START? (required)

Focus on observable behaviors that would have a direct impact on your work or the team.

What is one thing your manager is doing that you want them to STOP or do less of? (required)

Constructive specificity is more useful than general criticism.

Compared to six months ago, how would you describe the overall change in this manager's effectiveness with the team? (required)

Select the option that best reflects your experience over the past six months.

Is there anything else you want to share that this survey didn't capture?

This is your space — any topic is fair game.

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