Culture Amp's Manager Effectiveness survey is a simple but powerful way for organizations to capture actionable feedback for their people leaders across a range of management behaviors. The survey, inspired by the Google Oxygen project, produces benchmarks allowing companies and managers to see how they are doing compared to others around the world.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Information Technology and Services
Apparel & Fashion
Hospital & Health Care
Public Relations and Communications
Commercial Real Estate
Manager effectiveness measures the overall perception of a manager's effectiveness by their team. It looks at willingness to recommend as well as motivation and personal connection.
My manager makes me feel valued
I would recommend this person as a manager
My manager helps me stay motivated to do my best work
Generally scores for manager effectiveness are quite high with a significant positive skew. Survey participation is also high, with even the bottom quartile scoring 71%. The data shows that managers have a relatively easy time being good humans to their team members – in areas such as team members feeling valued and managers caring about team members’ wellbeing – whereas being able to motivate team members proves to be more difficult. That’s why we tend to see greater differentiation amongst non-outcome questions, such as coaching, in this survey.
The questions that impact our primary outcome for this survey, manager effectiveness, tell us which aspects affect managers being perceived as effective by their teams. An interesting finding is the wide range of different topics in which managers need to be strong. No single theme is over-represented, unlike in other benchmarks. The top 10 drivers show a slight trend towards effective managers creating inclusive, caring environments where managers get to know their team in ways that demonstrate they care: fortunately, this was among the highest scoring items, showing managers are already doing a good job at this.
The actionable takeaway for managers is that helping set their team members up for success in terms of role and structure is the most important thing to do to be perceived as effective. And with the average score being just 68% favorable, managers have plenty of opportunity for improvement in this area.
My manager ensures I am in the right place in the company to be successful
My manager frequently recognises when I deliver good work
78% favorableFair Treatment
My manager builds an inclusive team environment
My manager makes decisions effectively (i.e. timely, with sufficient information/ perspectives)
My manager genuinely cares about my wellbeing
People answering Manager Effectiveness 2020 were least favorable about the following areas:
The lower scores for these areas demonstrate that managers generally have a lot of room for improvement when it comes to their development focus, the opportunities managers create for their team members, and the actionable feedback – necessary for developmental learning – that managers should be giving.
My manager helps me understand potential career paths at [Company]
My manager helps me find things in my work and career that really inspire me
My manager does a good job of managing our team's work (allocating work assignments, setting priorities, scheduling, etc.)
67% favorableFair Treatment
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