Q01
Message
All templatesEmployee & HR
Employee Coaching Effectiveness Survey
Measures how often employees get coached, which manager behaviors actually land, and which coaching topics matter most to them — built for HR and people-development teams. The AI follow-up interview reconstructs a real recent coaching conversation to surface what's driving (or blocking) impact, instead of relying on generic satisfaction scores.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
13 questions · ~7 min
Q02
Multiple ChoiceRequired
In the last 3 months, how often have you had a dedicated coaching conversation with your manager (not just status updates)?
- Never
- Once
- Monthly
- Every 2 weeks
- Weekly or more
Q03
MatrixRequired
How often does your manager do each of the following during your coaching conversations?
5 rows × 5 columns
- Gives specific, actionable feedback
- Helps me set clear, measurable goals
- Listens to my concerns without rushing
- Follows up on commitments from previous conversations
- Adapts their approach to how I like to work
Columns: Never · Rarely · Sometimes · Often · Always
Q04
Opinion ScaleRequired
Overall, how helpful has coaching from your manager been to your development this year?
Scale: 1 – 7
Min:Not helpful at allMax:Extremely helpful
Q05
Rating ScaleRequired
How would you rate the overall quality of your coaching relationship with your manager?
Range: 1 – 5
Min:PoorMax:Excellent
Q06
Best–Worst Trade-off (MaxDiff)Required
Which of these coaching topics matter most to you right now, and which matter least?
- Career growth and advancement
- Skill and technical development
- Performance feedback
- Goal setting and accountability
- Recognition and encouragement
- Work-life balance support
- Cross-team collaboration skills
Pick best & worst per setBest:Matters mostWorst:Matters least
Q07
Multiple Choice
Which format of coaching works best for you?
- One-on-one in-person meetings
- One-on-one video/virtual calls
- Group coaching sessions
- Informal/ad hoc check-ins
- Written feedback (email, chat)
Q08
Opinion ScaleRequired
How confident are you that you'll hit your current development goals with the coaching support you're getting?
Scale: 1 – 7
Min:Not at all confidentMax:Extremely confident
Q09
AI Interview
Ask the respondent to walk through one specific, recent coaching conversation with their manager: what was discussed, what (if anything) they were asked to try afterward, and whether it actually happened. If they rated helpfulness low, probe what was missing or what topic got avoided; if high, probe exactly which manager behavior made the difference so it can be reinforced elsewhere.
Q10
Multiple Choice
How long have you been at the company?
- Less than 6 months
- 6 months to 1 year
- 1-3 years
- 3-5 years
- More than 5 years
- Prefer not to say
Q11
Multiple Choice
Which best describes your role?
- Individual contributor
- People manager
- Senior leader / executive
- Prefer not to say
Q12
Multiple Choice
Which department are you part of? (Template note: replace with your organization's actual department list before launching.)
- Sales
- Marketing
- Engineering/Product
- Operations
- Customer Support
- Finance/HR
- Prefer not to say
Q13
Message
Thank you for the honest feedback! Your responses will be combined with others (never shared individually) to shape how we train and support managers on coaching.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Goes beyond frequency and satisfaction ratings by including a matrix question that isolates which specific manager coaching behaviors (e.g., listening, goal-setting, feedback) actually land with employees.
- Uses an AI follow-up interview that asks respondents to walk through one specific, recent coaching conversation, surfacing real dynamics instead of relying on generic satisfaction scores.
- Includes a max-diff exercise to force-rank which coaching topics matter most vs. least to each employee, giving prioritized, actionable data rather than flat importance ratings.
- Every response is automatically quality-scored and rolled into an auto-generated report, so HR teams get synthesized findings instead of raw spreadsheet exports to manually interpret.
Jotform
Employee Coaching Form TemplateA ready-to-use, customizable form for logging coaching sessions or collecting basic feedback. It's built for quick deployment and easy field customization rather than deep behavioral or topic-prioritization analysis. Best suited to lightweight, one-off coaching documentation.
What it does well
- Fast to deploy and heavily customizable via drag-and-drop builder
- Familiar Jotform ecosystem (integrations, e-signatures, conditional logic)
Where it falls short
- Static question set with no adaptive follow-up probing into a specific coaching conversation
- No automated per-response quality scoring or auto-generated analytical report
- No transparent, publishable methodology for how responses are interpreted
SurveySparrow
Employee Coaching Form Template | Help Employees GrowA conversational-style survey template aimed at gathering coaching feedback in a more engaging chat-like format. It emphasizes UX and completion rates but relies on fixed question flows rather than reconstructing an actual coaching conversation. Good for general feedback collection, not deep behavioral diagnosis.
What it does well
- Conversational UI designed to improve completion rates over traditional forms
- Part of a broader survey platform with dashboards and basic reporting
Where it falls short
- No adaptive AI interview that dynamically probes a specific recent coaching interaction
- Lacks topic-prioritization methods like max-diff for ranking what coaching content matters most
- No published, transparent prompt-level methodology behind its question logic
Typeform
Employee Coaching Form TemplateA polished, single-question-at-a-time form template well suited for clean visual presentation of coaching feedback questions. It's a static template that HR teams would need to manually adapt for behavior-specific or topic-prioritization analysis. Reporting is largely limited to standard response summaries.
What it does well
- Strong visual design and mobile-friendly single-question flow
- Easy embedding and branching logic within Typeform's ecosystem
Where it falls short
- No adaptive AI or voice interview that reconstructs an actual recent coaching conversation
- No automated quality scoring of open-ended responses
- No built-in max-diff-style prioritization for coaching topics
Frequently asked questions
What questions are in the “Employee Coaching Effectiveness Survey” template?
The template includes 13 ready-to-use questions, starting with: “Hi! We're gathering feedback on the coaching and 1:1 support you get from your manager so we can make it more useful. Th…” · “In the last 3 months, how often have you had a dedicated coaching conversation with your manager (not just status update…” · “How often does your manager do each of the following during your coaching conversations?”. The full set is previewed above, and every question is editable.
How long does this survey take to complete?
Respondents typically finish the 13 questions in about 7 minutes.
Can I customize this template?
Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.
Is this template free to use?
Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.
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