Manager Effectiveness Self-Assessment
For managers: rate how you run your team on clarity and goals, one-to-ones, feedback and recognition, development, workload and wellbeing, and team meetings, with next steps for each.
- Free
- No sign-up to try
- Works as you type
For managers: rate how you run your team today, over the last few months, not your intentions.
0 of 14 answered
Answer the questions to see your score by area as you go.
Answer at least 12 of 14 questions to save your results as a Room.
How it works
How the Manager Effectiveness Self-Assessment works
- 1
Answer the questions
Pick the answer closest to where you are today. It takes a few minutes.
- 2
See your score
Your score by area appears as you answer, with the weakest areas first.
- 3
Save your results
Create a Room with your scores, next steps and an adviser to talk them through.
Worked example
What it makes
14 questions across 6 areas. Each answer scores 0 to 3; an area's score is its points as a share of the most it could get.
Clarity and goals
- Each person on my team knows their goals and how their work is judged.
- I explain the reasons behind decisions and priorities.
One-to-ones
- I hold regular one-to-ones with each person and rarely cancel them.
- One-to-ones follow their agenda: progress, blockers and growth.
Feedback and recognition
- I give specific feedback soon after the work, not saved for reviews.
- I ask my team for feedback on how I manage and act on it.
- I recognise good work specifically and in a way the person values.
Development
- Each person has a development goal we've discussed in the last six months.
- I give people work that stretches them, with support.
Workload and wellbeing
- I check workloads and adjust when someone is overloaded.
- People can raise problems or disagree with me without worrying about it.
Running the team
- Team meetings have a clear purpose and end with decisions and owners.
- I deal with performance problems early and fairly.
- I represent the team's needs upwards and explain decisions to the team.
Results bands: Early (0+), Developing (40+), Established (70+), Leading (90+). A self-assessment from your own answers: a starting point for a conversation, not an audit, certification or professional advice.
Who it's for
Who uses it
New managers
See which management habits to build first.
Experienced managers
Check habits before asking your team for feedback.
HR and L&D teams
Use it in manager training to start a development plan.
Good to know
What to consider
- It's a self-assessment by the manager, not a survey of the team.
- Compare your answers with what your team says in an anonymous survey; the gaps are useful.
Questions
About the Manager Effectiveness Self-Assessment
Can my team use it to rate me?
Each person could answer it about you, but answers aren't anonymous or combined. For honest team feedback, use an anonymous survey tool with similar statements.
Is this an audit or a certification?
No. It scores your own answers against a written rubric to show where you stand and what to do next. Use it to start a conversation, not as an audit, certification or professional advice.
Make your results now
Free, no sign-up to try. It becomes a Room you can edit, publish and share.
Create my resultsRelated
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