I have been requested to specifically develop of satisfaction survey directly related to management/supervisors and how they are perceived by the company. This would not only be new, but completely outside of the timeline we typically use for our surveys. Although I am excited to build it, it also feels odd that I am creating a survey targeted towards finding weaknesses of leadership. Am I thinking too much into it? What are your thoughts?

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I think this is a good thing. Feedback is always welcomed. It doesn’t need to always come from the top.

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In my experience, these types of surveys can be very effective in identifying areas of improvement which can impact employee retention.

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Denison offers a very good 360. A general survey focused at management may not provide the detail needed to effect change.

Such surveys could be very useful. However it's important to keep the leadership informed about the intention behind such a survey because this could be interpreted wrongly.

This is being done to proactively address turnover and retain talent by assessing the effectiveness and relationship of managers with their team.

It’s a good thing IMO. You need to look at culture and belonging surveys as a starting point; if you have access to someone with survey design, it will really help to ensure you’re getting what you need. Semantics matter, order matters, branching matters- you want to get an objective view but people have a tendency to share what they think you want so you have to be really intentional with language to make sure you’re not influencing them unintentionally.

I love this and wish my company would do ot

Same here, it's a very proactive measure. What are some ways your company gets feedback on leadership?

I feel you're overthinking it a bit. I would look at it as an opportunity to learn about the ways leadership can better serve employees.

I feel this could be very helpful in establishing a healthy work environment for everyone.

This could be of great benefit. I would be thinking about the utility of the results. What will you do with them? Often, when feedback is too general, it’s hard to action it. One suggestion may be to think about a portion of the survey where an employee can provide direct feedback on their direct supervisor by name or by location or by unit. That feedback would allow you to target actions needed for leadership development and be a useful feedback source for individual supervisors. I rarely find the peanut butter spread approach to be helpful at improving people leadership, knowing some managers are more skilled and better at leadership than others. Identifying who has the greatest need and focusing on that in a more targeted way is likely to garner better outcomes.

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