Team leader evaluation form

Good leaders will always welcome an opportunity to reflect and improve. But it’s important you don’t write leading questions that will encourage overly negative answers. So be specific about the kind of feedback you’re looking for, and be neutral. That way, you can pass on constructive feedback.

To encourage more honest and open answers, you can make the evaluation form confidential. Or if you need to know their names, you can reassure employees their responses won’t be shared. This will also help avoid any awkward internal conflicts, and will give you data you can actually work with.

Think about your end goals. Do you have a specific objective in mind? Have you received feedback from other sources—like exit interviews—about areas you should improve on?

It’s fine to keep it general too. The important thing is that you empower your staff to share their experiences, either positive or negative, and use the feedback to make impactful change.

We’ve got a range of question types that allow for both qualitative and quantitative feedback. So you can get in-depth answers through open-ended questions, and get easily comparable data using star ratings or sliding scales.

An online evaluation form can be a powerful tool for HR, allowing them to collect insights across the business with a single interaction.