Describe the team, review purpose, and feedback themes. Makeform turns your brief into a confidential supervisor survey with balanced scales and open comments.
Route employee feedback to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a prompt, adapt it, or send it to the Makeform builder. The sample structure is not a live AI result.
Audience
Employees reporting to one supervisor
Format
Confidential pulse survey with five-point scales
Prompt size
300 chars
Example survey structure
Confidential pulse survey with five-point scales
How clearly are priorities communicated?
How useful is the feedback you receive?
Does your supervisor help remove blockers?
What should this supervisor continue doing?
What would most improve your experience?
Suggested routing tags
Review ready
Follow-up themes
Team development
Ask about observable supervisor behaviors and a defined time period. That produces clearer feedback than broad questions about whether someone is a good manager.
Step 1
Define
team, review period, and feedback themes
Step 2
Build
balanced scales and optional comments
Step 3
Collect
confidential employee responses
Step 4
Review
themes, examples, and next actions
Better upward feedback
A focused supervisor survey asks about behaviors employees can observe, preserves appropriate context, and gives HR a consistent structure for discussion.
Use the same labeled scale across themes so employees know what each rating means.
Pair ratings with optional prompts for an example, a strength, and one helpful change.
Make names optional, name the reviewers, and avoid details that identify someone in a small group.
Four review moments
Start with the review moment closest to your HR process, then edit the language, scale labels, and routing in the builder.
A short recurring check on priorities, feedback, blockers, recognition, and team climate.
Structured employee observations organized around the leadership competencies used in review conversations.
Early feedback for a new supervisor while meeting rhythms and communication habits can still be adjusted.
A common question set with department and supervisor routing for HR teams collecting feedback at scale.
Survey workflow
Move from a plain-language brief to a published survey, then organize responses for a constructive HR review.
Name the team, review period, leadership behaviors, desired length, and whether responses should be anonymous or identified.
Replace vague personality judgments with observable behaviors, label both ends of each scale, and include not observed where appropriate.
Tell employees why feedback is being collected, who will see it, when it closes, and how results will be used.
Group ratings by theme, review comments for recurring examples, and separate isolated remarks from patterns worth discussing.
Choose a collection method
The method shapes what employees share and how easily HR can compare responses across the same review period.
Field guide
Cover the behaviors employees experience, give each question a sensible response option, and collect only the context HR will actually use.
Communication
Ask how the supervisor shares priorities, explains decisions, listens, and follows up during the review period.
Coaching
Ask whether one-to-ones, performance feedback, and growth conversations help employees improve.
Execution
Ask whether the supervisor clarifies ownership, balances workload, secures decisions, and follows through.
Trust and fairness
Use behavior-based language about respect, consistency, safety, and accountability, not motives or personality.
Recognition
Ask whether good work receives timely acknowledgment and credit reflects who contributed.
Survey context
Team, tenure, and interaction frequency add context but may narrow who responded. Collect only what analysis needs.
Related tools
Combine supervisor feedback with employee, peer, engagement, and self-review forms while keeping each audience's questions focused.
Collect perspectives from peers, direct reports, and collaborators around one review.
Open toolCreate a general channel for ideas, concerns, and workplace feedback.
Open toolMeasure broader themes such as connection, enablement, and intent to stay.
Open toolStructure manager input about an employee's work and development priorities.
Open toolHelp supervisors reflect on results, leadership habits, and next goals.
Open toolBuild a general anonymous channel when feedback is not tied to one review cycle.
Open toolFAQ
Practical answers for HR teams creating an employee-to-supervisor feedback process.
A supervisor survey collects employee observations about day-to-day leadership. It covers communication, coaching, workload support, recognition, consistency, trust, and follow-through through ratings and comments.
Ask whether priorities are clear, feedback is useful, blockers are addressed, commitments are kept, contributions are recognized, and concerns are heard. Add one strength and one improvement prompt.
That depends on team size and your follow-up process. Anonymous responses may make candid feedback easier, while identified responses allow direct clarification. Explain the choice clearly and avoid collecting combinations of details that could unintentionally reveal someone.
Use a consistent five-point frequency or agreement scale. Label each end, keep direction consistent, and add not observed when experience is limited.
Use a cadence that supports action. A short quarterly or twice-yearly pulse can track a few behaviors, while a more detailed survey can support an annual review. Avoid surveying more often than leaders can review results and communicate follow-up.
Review distributions and recurring themes, read comments in context, and look for patterns across questions rather than treating one response as a verdict. Discuss specific behaviors and agree on a small number of actions that can be revisited in the next survey.
Yes. Add department and supervisor dropdowns, then use the same core questions for everyone. Keep access and routing intentional so each reviewer sees only the responses needed for their role, especially when comments may contain sensitive workplace details.
Yes. Makeform is unlimited free: you can generate, edit, publish, and collect responses without a usage limit. The paid tier removes the Makeform badge.
Make upward feedback easier to act on.
