Senior Management Leadership Evaluation Survey

Thanks for taking a few minutes to share honest feedback on senior management. Your answers are combined with others and used to help leadership improve — this takes about 5-6 minutes.

Thinking about senior management (not your direct manager), how would you rate them on each of the following?

Based on what you've seen in the last 6 months, how confident are you that senior management can successfully lead the organization through its next major challenge?

How much do you trust senior management's decisions to be in the best interest of employees, not just shareholders or short-term results?

In the last 3 months, how often did you have any direct interaction with a member of senior management (town halls, Q&As, skip-level meetings, etc.)?

• Never
• Once
• A few times
• About monthly
• Weekly or more often

If senior management could improve in only one area over the next year, rank these from most to least important to you.

1. Communication and transparency
2. Strategic vision and direction
3. Speed and quality of decision-making
4. Accountability for results
5. Employee development and growth opportunities
6. Collaboration across departments

Do you feel senior management genuinely listens to feedback from employees below the executive level?

• Yes, consistently
• Sometimes, depends on the topic
• Rarely
• No, not at all

Probe the reasoning behind the respondent's confidence and trust ratings for senior management. Ask them to describe one specific decision, announcement, or action by senior leadership in the last year that most shaped their view, and walk through what happened and why it mattered to them. If their confidence rating is low, press gently on what specifically would need to change for it to improve; if it's high, ask what leadership behavior they most want to see continue. Avoid letting them stay abstract — anchor every answer to a concrete example.

Is there anything senior management should start, stop, or continue doing that hasn't come up yet?

How long have you been with the organization?

• Less than 1 year
• 1-3 years
• 4-7 years
• 8+ years
• Prefer not to say

Which best describes your current role level?

• Individual contributor
• People manager
• Director or above
• Prefer not to say

What department or team are you part of? (Optional — helps us spot patterns, not to identify you.)

That's everything — thank you for your candor. Responses are aggregated into a leadership feedback report shared with HR and senior management to guide development priorities; individual answers are kept confidential.