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Survey Questions: Management

• Our manager keeps subordinates informed.
• My department listens to feedback from subordinates.
• My team communicates with clarity and confidence across all levels of the organization.
• Employees in my department foster ongoing, two-way communication within the team.
• My department articulates tasks clearly, minimizing confusion or misinterpretation.
• Leaders maintain an open-door policy to be available to answer questions and provide guidance to employees.
• Senior executives keep staff informed about what is happening in the company.
• Our manager listens to and understands the core issues from employees.
• Our manager is willing to takes on challenging questions and provide honest answers.
• My team leader welcomes input and suggestions from the employees.
• Managers help create a dialog with employees.
• The managers keep us informed about issues at the Company.
• Management is able to communicate a shared vision of the Company to all employees.

• Managers establish responsibility and accountability among employees.
• Managers are held accountable for achieving results
• The project manager delivers on promises and ensures that assigned tasks are completed as agreed.
• Leaders take responsibility for things that go wrong.
• My manager demonstrates personal accountability by modeling the same expectations set for the team.
• Our manager accepts responsibility for organizational performance.
• Supervisors encourage team members to take ownership of their work and hold each other accountable.
• Leaders explain decisions and actions clearly, taking ownership of outcomes and their implications.
• My department leadership acknowledges errors and takes corrective action, setting a tone of responsibility and growth.
• My manager sets a visible example of accountability and focus, prompting peers to adopt similar standards.
• Our manager articulates expectations.
• Leaders take responsibility for and correct poor performance.
• Supervisors are just in their application of disciplinary measures.
• I know how to apply disciplinary measures without favoritism.
• The project manager recognizes poor performance and address it appropriately.
• My supervisor applies disciplinary measures without bias.
• Managers consider the long-term impact of decisions and take responsibility for potential risks.
• My supervisor admits errors and uses them as learning opportunities for self and the team.
• The project leader applies disciplinary measures in a just manner.

• Leaders provide accurate, timely, and (where appropriate) positive feedback.
• My supervisor links feedback to the specific role requirements for the job.
• The project manager identifies areas for growth and recommends concrete actions to address them.
• Supervisors provide early warning to subordinate leaders of task they will be responsible for.
• Leaders provide feedback based on observable facts and behaviors--not personal opinions or emotions.
• Managers deliver effective feedback on a regular basis
• My team leader provides realistic and actionable suggestions and support for improvement.
• Leaders use feedback to modify duties, tasks, requirements, and goals when appropriate.
• My supervisor gives feedback based on specific actions or behaviors that were observed/documented.
• Managers give subordinates the reason for tasks.

• My Manager sets a good example.
• My manager leads the team through visible, disciplined execution that motivates others to maximize their own contributions.
• Our manager serves as a role model for team members.
• The project lead is ready to offer help.
• The project lead sets a high personal standard of productivity that inspires and elevates team performance.
• My supervisor sets a positive example for others.
• Leaders model high-effort, high-output behaviors, prompting team members to raise their own performance.
• My manager sets an example for others to follow.
• Supervisors exemplify peak productivity to cultivate a culture of high performance across the team.
• My supervisor inspires, encourages, and guides others toward the vision, mission, and goals.
• Leaders treat others with respect and fairness, modeling inclusive and professional behavior across roles.
• Supervisors uphold ethical standards and organizational values even when under pressure or facing adversity.
• Managers demonstrate high standards of conduct and behavior in the department.
• My manager is committed to doing the best job possible.
• Managers share information openly and honestly, modeling transparency and trustworthiness.
• Managers shape team norms and value through consistent, observable behaviors that reflect organizational principles.
• Leaders maintain composure and emotional steadiness in high-stress or emotionally charged situations.
• My manager demonstrates dedication to team success by contributing beyond formal responsibilities when needed.

• Managers encourage initiative.
• The managers involve us in decisions affecting our work.
• My manager empowers employees to structure their work schedule to maximize their productivity.
• My manager is confident in the abilities of their subordinates.
• Managers foster a culture of autonomy and innovation by empowering employees to think independently and solve problems creatively.
• My supervisor communicates the scope of authority that employees are given when making decisions.
• Our supervisor avoids micromanaging the department.
• Our manager assigns specific duties appropriately.
• My supervisor encourages employees create their own solutions to problems.
• My manager provides coaching or training to help employees build confidence in making sound decisions.
• Our manager empowers employees to make their own decisions in the field.
• Leaders give new assignments to employees to help them gain responsibilities.
• Leaders delegate authority to employees to allow them to make their own decisions.
• My supervisor supports employees in taking thoughtful risks and learning from outcomes, even when results are imperfect.
• Leaders ensure employees have the tools, information, and support needed to act independently and succeed.
• My supervisor creates an environment where employees feel free to take initiative, voice ideas, and admit mistakes without fear of negative consequences.
• The team leader creates growth opportunities for employees.
• Managers support employees in using their own judgment.
• Managers acknowledge and celebrate when employees take initiative or solve problems on their own.
• Managers empower employees to make effective decisions.

• Managers are effective in putting the right people in the right places.
• Managers assess the staffing need of the department and hire people accordingly.
• The department head manages staff and prepares work schedules appropriately.
• Our manager creates action plans and to-do lists to make sure nothing is missed.
• My manager organizes and sequences tasks based on urgency, impact, and resource availability.
• The project manager defines requirements by issuing clear and concise orders or guidance.
• Leaders integrate diverse skill level and opportunities for growth of employees to ensure cohesive and effective project implementation.
• The project manager demonstrates agility in managing varied employee needs to maintain momentum and progress.
• Our manager coordinates the personnel required for completion of a job.
• The project leader aligns individual capabilities and development needs to optimize team execution of the project plan.
• My supervisor considers duty positions, capabilities, and developmental needs when assigning tasks.
• My manager assesses and adjusts team roles based on employee readiness, ensuring both progress and development.
• When management makes decisions, they are executed effectively.

• My supervisor celebrates team and individual milestones to reinforce momentum and morale.
• The project lead links recognition to the completion of specific departmental objectives.
• My supervisor connects recognition to ongoing career development and skill advancement.
• Managers recognize the team's accomplishments in informal settings.
• My manager recognizes individual and team accomplishments and reward them appropriately.
• Leaders credit subordinates for good performance.
• The supervisor acknowledges and celebrates achievements in real time, from tenure to growth to goal completion.
• My manager applies consistent and impartial criteria when granting high-value recognition.
• Managers find opportunities to recognize the accomplishments of high performers.
• Leaders use employee recognition to reinforce behaviors aligned with growth and advancement.

• Supervisors remove barriers or competing demand that reduced team focus.
• The project manager instills a sense of purpose by showing how each role supports the organization's goals.
• The project leader reinforces key messages about goals and priorities across multiple channels and interactions.
• The supervisor monitors the workload balance and the impact on employees to help maintain focus and direction.
• Managers define what success looks like for the team and ensure everyone is working toward the same outcomes.
• Leaders energize the team by linking individual objectives to the department's broader mission.
• My manager links team efforts to mission-critical outcomes and long-term vision.
• The project lead helps the team stay focused by clearly communicating shifting priorities during times of uncertainty or transition.
• The supervisor fosters a sense of purpose by connecting each person's work to the team's shared direction.
• My supervisor holds firm beliefs in the process and procedures used.
• My manager ensures that individual roles and responsibilities evolve to support changing strategic direction.
• Managers ensure that employees understand and identify with the organization's mission.
• Supervisors measure job performance to maintain focus and direction in the department.
• Our manager reviews team goals to ensure they remain relevant and aligned with the organizational direction.
• The project manager connects individual responsibilities to broader organizational objectives.
• The project manager keeps the team grounded and purpose-driven during high-stress or fast-paced situations.
• My supervisor breaks down strategic objectives into clear, manageable tasks that helped establish team focus.
• My manager aligns daily work with strategic priorities to reinforce purpose and direction.
• Managers create a sense of urgency about work.
• Management values are consistent with corporate values.
• Management values are consistent with organizational values.

• My manager inspires commitment by aligning team members' efforts with departmental priorities.
• Leaders seek feedback and development opportunities, encouraging others to do the same.
• Managers make you feel enthusiastic about your work.
• My manager cultivates engagement by helping employees see the impact of their goals within the larger vision.
• My manager maintains high personal productivity and reliability, inspiring a culture of shared responsibility.
• The project leader transforms personal discipline into collective action, inspiring others to rise to the occasion.
• Leaders inspire others by not showing discouragement when facing setbacks.
• Managers embody a values-driven approach to work that energize and galvanizes the team.
• My supervisor articulates strategic direction in a way that inspires and guides others.
• Leaders model a strong work ethic that elevate team morale and performance.
• The supervisor leads with purpose and persistence, inspiring a sense of ownership and pride in others.
• Managers understand what motivates employees.

• Managers prioritize and follow through to ensure urgent task are finished on schedule.
• The project lead monitors progress to guarantee timely execution of key deliverables.
• Supervisors manage deadlines to ensure critical work is completed without delay.
• My manager keeps essential assignments on track and completed within required timeframes.
• My supervisor maintains momentum to meet deadlines for mission-critical work.
• My manager drives on-time delivery of high-priority tasks.
• My supervisor encourages employees to avoid distractions from personal phone or other personal devices.
• Leaders encourage staff to spend more time on work related activities.
• The project manager ensures the department consistently achieves production targets on time.

• The project lead reviews outputs to confirm they meet defined quality benchmarks before final delivery.
• My supervisor communicates specific standards to ensure alignment and accountability.
• Leaders outline measurable criteria for quality, timeliness, and accountability.
• My manager sets clear and ambitious goals to be met.
• Supervisors observe team dynamics and individual performance to stay attuned to emerging issues and opportunities.
• The team leader provides the department with necessary resources to accomplish its goals.
• Managers monitor performance on a regular basis.
• My manager defines performance expectations to guide consistent execution.
• Our manager maintains composure and professionalism when addressing performance issues or workplace tension.
• Managers establish expected performance standards.
• My supervisor monitors performance metrics and takes ownership for meeting targets.
• My manager creates clear performance standards that are understandable and fair.
• The project manager assesses team performance against defined standards.
• Managers create clarity around roles, responsibilities, and success metrics.
• Management is able to adjust rapidly to new situations.
• Managers pay attention to workplace safety.
• Managers regularly meet with employees to discuss safety issues.
• Managers are focused on improving customer service.
• Managers create win-win solutions for employees.

• Leaders modify project plan and priorities when faced with unexpected challenge or shifting requirements.
• Managers anticipate potential obstacles and develop contingency plan to minimize disruption.
• My manager anticipates challenges at each project stage and prepares targeted solutions.
• The project manager estimates the duration for each phase of a task/project.
• Managers facilitate collaboration across departments or teams to ensure project alignment and integration.
• The project manager selects and manages projects that directly support organizational priorities and long-term vision.
• Supervisors determine the staff need for the project.
• The project manager clarifies key deliverables and dependencies across project phases.
• The supervisor aligns phase requirements with team capabilities and organizational goals.
• Leaders outline the key measure for the project.
• The project manager provides regular updates on project status, challenges, and achievements to stakeholders.
• My supervisor creates structured project plans that define scope, timelines, milestones, and resource needs.
• My manager estimates the cost of supplies for projects.
• My supervisor determines essential inputs and conditions for each stage of the project.
• My manager determines key metrics such as customer needs, goals, organizational capacity, budget constraints, and cost estimates.
• My manager sets the project's boundaries, objectives, and requirements.

• Supervisors track progress against strategic goals and use insights to refine future plans.
• My manager applies strategic frameworks to uncover operational gaps and assess emerging risks.
• My manager involves key stakeholders in shaping strategic direction to build alignment and shared ownership.
• My team leader develops innovative strategies to determine the best course of action to achieve organizational goals.
• Leaders create a strategy for achieving departmental objectives.
• Managers optimize resources to improve efficiency.
• My supervisor assesses risks to drive effective decision-making.
• My supervisor uses analytical tools to evaluate vulnerabilities and anticipate external threats.
• Managers adjust strategic plan based on shift in market conditions, stakeholder needs, or internal capabilities.
• Senior executives identify key strategic factors, risks, and opportunities that impact the organization.
• Leaders develop contingency strategies to prepare for multiple future scenarios and uncertainties.
• Supervisors ensure departmental strategies are aligned with broader organizational goals and cross-functional priorities.
• My team leader evaluates external and internal factors to identify competitive advantages.
• The project manager recognizes competitive strengths and analyzes market positioning to further advance the company.
• Managers break down strategic objectives into clear, executable initiatives with defined outcomes.
• The team leader makes decisions that deliver immediate value while advancing long-term strategic goals.
• Managers have a clear understanding of the Company strategic objectives and vision.
• Managers try to prevent production problems before they occur.

• My Manager delegates work effectively.
• My manager delegates stretch assignments that foster skill growth and sustain motivation.
• Managers evaluate employees' technical competencies and interpersonal strengths to delegate task aligned with their capabilities.
• The department head uses delegation as a developmental tool, gradually increasing autonomy as competence grows.
• Managers delegate authority and responsibility to subordinates and hold them accountable for their actions.
• The project lead aligns delegated tasks with business priorities and team strengths to maximize impact.
• Leaders delegates tasks effectively.
• My manager defines the roles, responsibilities, required actions, and deadlines for team members.
• Supervisors assign tasks based on employee strengths and development goals, ensuring clarity and ownership.
• Supervisors monitor progress on delegated tasks and provide timely support or redirection when needed.
• My manager aligns tasks with team's roles, strengths, and development goals.
• Supervisors delegate work to employees that resonates with employee interests and strengths.
• The supervisor encourages and empowers subordinates to use their own initiative in achieving goals and objectives.
• My manager empowers employees to take ownership of task execution, trusting them to choose effective approaches.

• My supervisor works with employees to identify growth areas and create actionable development plans.
• My team leader ensures employees understand their roles, responsibilities, and how their work contributes to team goals.
• The project manager fosters a culture of openness, reliability, and mutual respect through consistent supervisory practices.
• Managers motivate others through thoughtful persuasion, fostering buy-in without relying on pressure.
• My manager identifies early signs of disengagement or underperformance and intervenes constructively.
• Managers evaluate workplace challenges and select the most effective course of action.
• My supervisor coaches and mentors employees to achieve higher levels of performance.
• Managers engage others with integrity and professionalism across roles and contexts.
• The project manager models the behaviors, attitudes, and standards expected of the team.
• The project manager uses discipline as a tool for growth, focusing on feedback and learning rather than punishment.
• My manager sets clear expectations and reinforces accountability through consistent follow-through.
• Leaders demonstrate genuine interest in employee perspectives, validating concerns through attentive listening.
• Leaders provide constructive, ongoing feedback.
• The supervisor conducts performance evaluations that are timely, comprehensive, and aligned with role expectations.
• My Manager is available to me when I have questions or need help.

• Managers follow the grievance procedures.
• My manager is a strong advocate for the interests of the company/employee.
• Leaders seek to understand each side's position, strengths and weaknesses.
• My manager analyzes underlying causes of conflict beyond surface-level symptoms to inform resolution strategies.
• The supervisor ensures that negotiated agreements are implemented and monitored for compliance and effectiveness.
• Managers guide conflicting parties toward shared solutions that balance organizational goals with individual needs.
• The project manager applies alternative dispute resolution (adr) techniques to resolve workplace conflicts constructively.
• Leaders recognize and address power dynamics that may hinder fair conflict resolution.
• My manager understands the needs of each party and the best alternative to a negotiated agreement (BATNA).
• The supervisor leverages conflict situations to strengthen team relationships, clarify expectations, or improve processes.
• Supervisors create a safe and respectful environment where all parties feel heard and are encouraged to express concerns openly.
• My manager is effective in negotiating contracts with labor unions, vendors/suppliers, fiscal budgets, staffing headcounts, compensation, promotions, and/or regulatory agencies.
• My manager explores each party's underlying interests and concessions that may be made.
• Managers demonstrate emotional self-awareness and control when navigating tense or high-stakes situations.
• Managers maintain a calm demeanor and tone of voice.
• Leaders maintain strict confidentiality of information and position discussed during conflict resolution or negotiations.
• My team leader determines the appropriate approach (competitive or cooperative) to the negotiations.

• I have enough resources and support to adequately manage my department.
• Leaders adjust resource plans in response to changing priorities, constraints, or emerging opportunities.
• Senior executives allocate resources to sustain and grow the business/department.
• Leaders use data and performance metrics to inform resource allocation decisions.
• My supervisor develops a coordinated implementation plan that sequences key elements of the resource allocation strategy.
• My team leader monitors the effectiveness of resource allocation decisions and makes adjustments as needed.
• The project manager develops contingency plans to manage resource constraints or unexpected disruptions.
• Managers develop more efficient resource distribution channels, increasing transparency, and reducing costs.
• Managers plan and control the allocation of resources to implement current strategies.
• My team leader assesses the resource demands of the organization/department.
• Managers define the scope of requirements for the current and future resources and competences of the organization.
• Managers conduct a risk assessment to aid in making critical decisions concerning the allocation of available resources.
• My manager identifies key success drivers to align resource planning (and prioritization) with strategic objectives for competitive advantage.
• My manager ensures resources are allocated fairly and transparently across teams, projects, or departments.
• The project manager demonstrates foresight by identifying when short-term initiatives may detract from long-term strategic resource alignment.
• The supervisor allocates resources and schedules tasks to support successful execution of assigned projects.
• Senior executives plan and organize resource use and task timelines across multiple projects.
• Leaders incorporate input from relevant stakeholders when determining resource need and priorities.
• Managers are effective in managing human and financial resources.
• Supervisors, managers, and leaders have a common set of tools related to project management.

• I am supported in my growth and development as a manager.
• Managers receive appropriate training to enhance their effectiveness.
• The management at the Company understands how to achieve its goals through employee training and development programs.
• Managers continually monitor the workforce to ensure ongoing employee development and process improvement.
• Managers are skilled and trained in the various systems to help employees when needed.
• I receive enough education and training to develop my managerial skills.
• I am able to effectively develop high-performing associates for promotion into management.
• Managers foster an organizational culture that promotes learning and creativity.
• My manager has the technical skills needed to work for this Company.
• My manager has the technical skills needed to work in this department.
• My manager has the technical skills needed to do their job.

• My manager consistently applies the same ethical standards across situations.
• My manager does what is right and ethical.
• I trust that my manager would speak up if they witnessed unethical behavior.
• My manager stands firm on ethical principles even under pressure or adversity.
• Management does what is right and ethical.
• Management in this organization is honest and ethical.
• My manager makes decisions that reflect both company values and personal integrity.
• My manager applies ethical standards even when it's inconvenient or unpopular.
• Management in this organization is seen as credible and reliable.
• I feel managers value honest and candid feedback.
• I feel that I can trust management in this organization.
• I've seen my manager hold themselves to the same standards they expect of others.
• I feel confident that my manager isn't hiding important information from the team.
• I can trust management in this organization.

• The management at the Company cares about employees.
• Managers know what they are doing.
• My manager treats all team members with fairness and respect.
• I have respect for my manager.

• Managers create a sense of teamwork and company spirit.
• My manager is able to motivate the staff.
• Managers are able to motivate their staff.
• My manager knows how to motivate the team effectively.
• Supervisors are effective in getting employees to do the work.