Employee survey questions to ask about the management in 2023

11 min read

Employee survey questions about management are an important tool for people leaders to measure employee engagement. Workplace engagement is an important indicator of an organization's success and is one of the most important aspects of an effective workplace.

Employee surveys provide the management team with an unbiased insight into the levels of engagement among their employees. The survey results can help management identify areas of strength and areas of improvement in the organization. Through frequent survey questions, management can gain an understanding of the attitudes and opinions of their employees, as well as what motivates them to stay with the organization.

Employee engagement survey questions can also provide management with valuable data on the employees' job satisfaction, their perception of the organization's culture, their level of motivation, and the effectiveness of their work.

This data gathered from employee feedback surveys can help management identify areas where improvements can be made, such as job roles, working conditions, and incentives for employees.

By using employee engagement survey questions, managers can gain a better understanding of the overall employee experience and have an insight into the strengths and weaknesses of the organization. This can help them to better motivate and engage their employees, as well as to improve their overall performance.

By understanding their employees better, managers can develop strategies and initiatives to improve workplace engagement and ensure the organization's success.

Table of contents:-

What are the problems faced by managers when it comes to company culture?

Common problems faced by managers

Managers face a wide range of problems on a daily basis. While some of these problems are relatively minor, others can be much more serious and have long-term consequences. The list of possible problems that a manager can face is almost endless, but some of the most common ones include:

  1. Poor Communication: Poor communication between employees and managers, or between managers and their superiors, can lead to misunderstandings, missed deadlines, and decreased productivity, and spoiling the team's culture. This is often well-captured by listening to employee survey questions about management. Communication is an essential component of successful management and it takes a manager to develop effective listening and empathetic communication skills to become a good leader.
  2. Unclear Goals: Without clearly defined goals, managers can struggle to make decisions and guide their teams toward success and ensure professional development for their employees. Without proper direction, it can be difficult for a manager to motivate their team, and this can lead to a lack of progress and dissatisfaction. This will further help your team in their career development goals too.
  3. Employee Conflict: Conflict between employees can have a significant negative impact on morale and productivity and professional development. Managers must be able to identify and address any conflicts that arise, as well as develop strategies to prevent further issues.
  4. Difficult Employees: Difficult employees can create a challenging work environment for managers. These employees may be uncooperative, disruptive, or simply not fit in with the rest of the team. It’s important for managers to be able to identify and manage difficult employees, as well as provide support and guidance when needed. End of the day its all about showing that the manager cares no matter what kind of an employee you are.
  5. Lack of Resources: Managers may be faced with a lack of resources, either financial or personnel. This can make it difficult to complete projects or tasks on time and within budget. It’s important for a manager to be able to identify the resources they need and make the most of what they have.
  6. Change Management: Change is an inevitable part of life, and managers must be prepared to manage these changes effectively. This may involve developing new processes, updating existing systems, or simply getting employees to accept the change. The goal of managers should be to create a trusting and open environment.
  7. Stress and Burnout: Stress and burnout can have a serious impact on a manager’s mental and physical health. It’s important for modern-day managers to be able to recognize the signs of stress and burnout, as well as find healthy ways to manage it.

These are just some of the problems that a manager may face on a daily basis. Each of these issues requires careful consideration and effective management in order to ensure success. It’s important for managers to be aware of the potential problems they may face and develop strategies to address them.

Organizational culture should not be owned by HR, it should be owned by managers

Organizational culture should be owned by managers

Organizational culture is largely defined by the values, beliefs, and behaviors of the managers who create and sustain it. Managers have the power to shape an organization's culture, as their behaviors and attitudes affect the atmosphere of the workplace, which in turn influences the behavior of their employees.

Managers are the primary drivers of change and development in an organization, and their influence on organizational culture is evident in the decisions they make and the standards they set.

Manager's ability and responsibility to identify growth opportunities, and setting the tone and expectations for the organization. Through their actions and decisions, they demonstrate the values, attitudes, and behaviors that are valued within the organization.

Managers create the environment that employees work in and they provide guidance and support to employees. Through their leadership, they encourage employees to act in accordance with the organization's values and goals and to practice the behaviors and attitudes that are most beneficial, there by leading in career development.

Managers are also responsible for developing and implementing policies and procedures that are in line with the organization's culture. Through these policies, managers can ensure that the organization is adhering to its values and that employees are following the rules and regulations.

Manager inspire and encourage employees to work together and collaborate on projects, which helps to foster a culture of collaboration and cooperation.

Role of managers in improving employee engagement

Role of managers in improving employee engagement

Managers play a crucial role in maintaining high engagement levels. They are responsible for fostering a culture of trust and respect, providing clear direction and feedback software, and communicating goals and objectives in a timely manner. By engaging with employees on a regular basis, managers can ensure that employees are motivated and feel valued.

Managers should ensure that employees have a clear understanding of their roles and responsibilities, and a well-defined career path. They should also create an environment where employees can give their best, and foster a culture of collaboration and open communication.

Furthermore, managers should provide frequent positive feedback, recognize and reward employees for their efforts, conduct one on one meetings and provide constructive criticism when needed with in-person methods.

They should also provide employees with the opportunity to develop their skills and empower them to take ownership of their work. It's all about how the manager explains the vision clearly and guides the team towards that.

Managers should also make sure that employees have the resources they need to be successful, and create a safe working environment where employees can express their opinions and be heard. Additionally, they should ensure that the workplace is a place of fun and engagement, and create opportunities for employees to engage in activities and events outside of their job duties.

Right persona for managers to become inspirational leaders

Right persona for managers to become inspirational leaders
  1. Lead by example: Show your team that you are passionate and dedicated to the success of the organization. Set a high standard and be an inspiration to your team.
  2. Always show appreciation: Acknowledge and recognize the hard work of your team. A simple “thank you” or “good job” can go a long way to make someone feel valued.
  3. Be a good listener: Listen to what your team has to say and be open to their ideas and suggestions. Ask questions and show genuine interest in their opinions to improve employee satisfaction. Manager compassion can go a long way.
  4. Offer support: Let your team know that you are there for them and are willing to help them out if needed.
  5. Be open to feedback: Be willing to accept constructive criticism and learn from it. Acknowledge mistakes and find ways to improve thereby convincing management to handle disagreements effectively.
  6. Show empathy: Put yourself in your team’s shoes and understand their struggles. Offer a helping hand when needed and be understanding and compassionate.
  7. Encourage growth: Provide your team with opportunities to learn and grow. Help them reach their potential by setting goals and providing support.
  8. Conduct employee surveys: Listening to employees regularly by using relevant survey questions, can go a long way in gauging their engagement.

How to involve employees in building great managers in an organization

Involve employees in building great managers in your organization
  1. Encourage Open-Door Policies: Employees should feel comfortable approaching their managers for feedback and input. Encourage open-door policies that allow employees to provide feedback and ideas without fear of repercussions to ensure manager and leadership effectiveness.
  2. Foster Collaboration: Create an environment in which employees are encouraged to work together and brainstorm solutions to problems. This will help build a collaborative and supportive atmosphere. People leaders should direct manager to inculcate a team culture.
  3. Create Mentorship Opportunities: Managers should be open to mentoring and coaching employees. Manager values and mentorship programs can help employees learn from their managers and gain valuable experience. It is also essential for a manager to be an effective leader by giving their teams regular constructive feedback.
  4. Provide Development Opportunities: Offer employees the opportunity to attend conferences, workshops, and seminars. These types of development opportunities can help employees learn new skills and develop their leadership capabilities.
  5. Empower Employees: Empower employees to make decisions and take ownership of their work. This not only encourages creativity but also helps employees develop confidence in their own abilities and will eventually help the team succeed.
  6. Reward Good Performance: Recognize employees who do a good job and reward their efforts. This will help motivate employees to continue striving for excellence.

How employee engagement survey about management can help employers in gauging engagement

Employee engagement survey questions about management can provide employers with valuable insights into how their employees feel about their management style and team dynamics. Surveys allow employees to express their opinions and provide feedback in a safe and anonymous environment.

People leaders should regularly know how the manager treats their team regularly to increase employee retention. Timely feedback from employees through survey questions is the need of the hour in many organizations, with respect to the current hybrid work culture.

This can help employers identify which management practices are effective and which need improvement. By understanding which areas are effective and which require improvement, employers can create targeted strategies to better engage their employees and improve team dynamics.

Additionally, employee engagement surveys can help employers understand which management practices are causing employees to become disengaged and help them take steps to address those issues. As the ultimate goal of this practice is to make the employees feel valued.

Furthermore, employee survey results can provide employers with data that can be used to measure the success of team engagement initiatives, enabling employers to measure the effectiveness of their initiatives.

Employee survey questions about management and work-life balance

Employee survey questions about management and work-life balance

Here are some of the employee survey questions about management and work-life balance questions to understand if they have a healthy work-life balance even in remote work and if they have a good personal, and family life, that we think will be relevant for your organization.

  1. How supportive is your manager in helping you to achieve your goals?
  2. Does your manager provide clear expectations for your role and responsibilities?
  3. Does your manager give timely and constructive feedback?
  4. Does your manager recognize and reward your successes?
  5. Does your manager provide you with the resources you need to succeed?
  6. Does your manager encourage you to take on new tasks and challenge yourself?
  7. Does your manager engage with you in meaningful and productive conversations?
  8. Does your manager have an open-door policy, making themselves available to discuss issues?
  9. Does your manager provide you with the necessary tools and training to be successful?
  10. Does your manager listen to your ideas and provide meaningful input?
  11. Do you feel like you have enough time to manage your personal life and work life?
  12. Are there any changes that could be made to the organizational structure that would help you achieve a better balance between your personal and employee life?
  13. Do you feel like management supports your need for a balanced work-life?
  14. Are there any practices or policies that management could implement to help you better manage your work-life balance?
  15. Are there any suggestions you would make to management to help employees achieve a better work-life balance?

How should people leaders use the employee feedback received to improve company culture?

How should people leaders use the employee feedback received to improve company culture?

People leaders should use the employee feedback received about the management through employee surveys, and identify the disengaged employees to improve workplace culture by first listening to the feedback and understanding the areas of improvement. Leaders should address the issues raised by employees and make appropriate changes that are beneficial for everyone.

If an effective manager creates a mechanism to frequently measure and rectify cultural problems by asking relevant survey questions, that will be the first step for them to become an effective leader.

Leaders should also create an open dialogue with employees and encourage them to express their opinions and opinions freely. Good managers should identify ways to boost employee engagement through effective leadership skills, as they have certain performance expectations from the management team when it comes to maintaining good company culture.

Managers' support and recognition recognize the value of their employees and create a positive work environment where every team member feels valued and respected. Leaders play a vital role in providing regular training sessions and workshops to develop their team's engagement, skills, and ensure they are up-to-date on the latest industry trends.

Finally, leaders should ensure that they are transparent in their communication and decisions and that they are always available to address any issues or concerns that employees may have.

Common mistakes that happen while measuring employee engagement

Common mistakes while measuring employee engagement

Employee engagement is a measure of how much an employee is invested in their work and their company. It's an important factor in determining employee satisfaction and productivity, as well as overall organizational success. Measuring employee engagement can be tricky, and there are common mistakes that organizations can make when attempting to do so.

One common mistake is relying too heavily only on the technical ability of surveys. Surveys are a great way to measure employee engagement, but one should also take relevant timely feedback actions to ensure engagement is sustained and improved.

Another mistake is failing to measure employee engagement regularly. Team engagement levels can change over time, and the tools you use should have the technical ability to regularly measure is necessary to keep track of any changes. Not measuring regularly can lead to a lack of understanding of the current engagement levels and any changes that may be needed to improve them.

Finally, a mistake organizations often make is not tailoring the measurement process to their specific needs. Every organization is unique and has different factors that influence workplace engagement. Failing to tailor the engagement measurement process can lead to inaccurate or incomplete results and affect team productivity.

In conclusion, measuring employee engagement is an important part of any organization's success. However, common mistakes can be made when attempting to measure employee engagement. Organizations should be aware of these mistakes and take steps to avoid them.

So plan your next employee engagement survey accordingly with an end-to-end engagement tool like CultureMonkey to get maximum results out of it and improve your workplace engagement ;)



Santhosh is a Sr. Content Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.