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Manager feedback, average score (Indicator)

Definition

Feedback on manager's behaviour is a composite indicator with a Likert scale measuring to what extent staff agree or disagree with each statement. Each statement is based on one of the eight behaviors of successful managers.  

The Google manager feedback survey was created to help develop the skills of managers. The tool is not intended as a performance review, but as means to provide information to enhance managerial skills on a semi-annual basis. 

Individuals confidentially complete the survey about their manager. It is then collected and anonymized by a human resources staff person before the results are shared with the manager. See reference for suggestions on how to utilize the results.

Alternate names:

Short name
Manager feedback

Outcome Areas

Rationale

In social service organizations, people are the most important resource. This tool has been tested and validated as a useful way to inform the development of managerial skills. Effective managers have a positive impact across the organization. The indicators are action-focused, simple, and valued.

Calculation rules

Computation Rule:

Sum of score from eleven data elements.
Count of the number of questions in the feedback survey

Numerators

Eleven data elements with a Likert scale measuring if staff agree or disagree with the statements. Each data element is based on one of the eight behaviors of successful managers. Individuals assess their level of agreement with the statement on a Likert scale:

The instrument does not define a composite or average score, and it has not been validated for use in comparisons between agencies or time periods. LogicalOutcomes recommends that the indicator be average score, and that the scores be used as a guide for improvement.

Comments

Survey questions:

For each statement below, please indicate your level of agreement on a scale from 1 to 5, where 1 means "strongly disagree" and 5 means "strongly agree"

  1. My manager gives me actionable feedback that helps me improve my performance.
  2. My manager does not ""micromanage"" (i.e., get involved in details that should be handled at other levels).
  3. My manager shows consideration for me as a person.
  4. The actions of my manager show that he/she values the perspective I bring to the team, even if it is different from his/her own.
  5. My manager keeps the team focused on our priority results/deliverables.
  6. My manager regularly shares relevant information from his/her manager and senior leaders.
  7. My manager has had a meaningful discussion with me about career development in the past six months.
  8. My manager communicates clear goals for our team.
  9. My manager has the relevant expertise required to effectively manage me.
  10. I would recommend my manager to other staff.
  11. I am satisfied with my manager’s overall performance as a manager.

References

Google’s Manager Feedback Survey. (n.d.). Accessed March 10, 2017. https://rework.withgoogle.com/guides/managers-give-feedback-to-managers/steps/try-googles-manager-feedback-survey/

“How Google Sold Its Engineers on Management.” Harvard Business Review. Accessed April 11, 2014. http://hbr.org/2013/12/how-google-sold-its-engineers-on-management/ar/1.

Garvin, David A., Alison Berkley Wagonfeld, and Liz Kind. “Google’s Project Oxygen: Do Managers Matter?,” 2013. http://www.hbs.edu/faculty/Pages/item.aspx?num=44657.

Additional Attributes

Slot name Type Value Similar
Collection

OCASI

265
Data collection

Surveys and interviews

32
Inputs and outputs

Organizational capacity

17
Languages

English

23
Terms of use

This content is from rework.withgoogle.com (the "Website") and may be used for non-commercial purposes in accordance with the terms of use set forth on the Website https://rework.withgoogle.com/terms/

13