Manager Barometer

The secret behind great teams is great managers.

Manager barometer empowers managers to set up the continuous feedback loop with their team (direct reports) and understand the team's feelings and needs. The manager barometer report shows the overall sentiment of the team and where the biggest opportunities lie for the team's development.

Create a Manager Barometer survey

Step 1: Go to Surveys tab and click on Create Surveys.

Step 2: Click on the Team Surveys option under 'What kind of surveys would you like to create?' header to select the Manager Barometer survey option.

Step 3: Select and confirm the direct reportees and the org hierarchy for the survey to continue.

Step 4: Select the questions for the survey or add custom questions to assess the employee sentiment in the team. Click on the Next Step option in the bottom to continue.

Step 5: Add Basic Details to differentiate your Manager Barometer Survey by giving it a unique name, specifying the date and time for the start and the end of the survey.

Step 6: The Preview & Schedule tab will display the particulars of the survey with the option to edit, in case of dissatisfaction. Once previewed, select the Schedule Survey option to schedule the survey.

The survey will be launched on the specified start date & time and all the team members will receive an email with the survey link to share the feedback.

Locating the manager barometer survey report

Find the Manager Barometer survey in the Survey Management dashboard and click on the View Report option.

Survey participation

You can also access the survey participation report by clicking on the Participation tab in the Reports section.

Interpret the Manager Barometer report

Report of the 1st manager barometer survey will help in setting up the baseline (what is your MRX, strengths, and opportunity areas), and the subsequent surveys report will help in measuring the needle movement (areas with the progress).

MRX (Manager Recommendation Index)

The manager barometer report starts with the MRX. This gives the overall sentiment of the team. The team members would have received the manager recommendation question in the manager barometer survey. We have seen in the past that MRX > 9 is a good score.

• MRX Question text in the survey: On a scale of 0-10, how likely would you be to recommend your manager to your friends?

• Depending on how an employee responds to this question, they will either be labeled a Promoter (gave a score of 9 or 10), a Detractor (gave a score ranging from 0 to 6) or a Passive (gave a score of 7 or 8).

• The score is then calculated by subtracting the percentage of Detractors from the percentage of Promoters (% of Promoters -% of Detractors= eNPS). Passives aren’t included in the calculation because they’re considered to be neutral.

Question scores

There are also other quantitative questions in the survey where an employee can share their level of agreement. For example, for the effective 1-1 conversation question ("My manager has effective 1-1 conversation with me"), employees can choose one of the options: Strongly Agree, Agree, Disagree, Strongly Disagree. Based on the employee's responses, a score would be calculated for each question.

10xPeople categorize the scores based on the threshold below:

0 to 6 = Low (highlighted in red) 6 to 7.5 = Average (highlighted in yellow) 7.5 to 10 = Good (highlighted in green)

Qualitative Feedback

Finally, there is feedback from the qualitative question responses data. Qualitative feedback provides additional context to understand the reason behind the scores shown above.

Needle movement: Scores comparison from past surveys

Once you have done multiple surveys, then the report shows the needle movement and highlights the comparison of the scores from the past survey.