Google Evaluates Leadership Using these 13 Questions

Google started asking team members to answer the following questions, using a 1 (strongly agree) to 5 (strongly disagree) scale.

  1. My manager gives me actionable feedback that helps me improve my performance.
  2. My manager does not “micromanage” (get involved in details that should be handled at other levels).
  3. My manager shows consideration for me as a person.
  4. The actions of my manager show that he/she values the perspective I bring to the team, even if it is different from his/her own.
  5. My manager keeps the team focused on our priority results/deliverables.
  6. My manager regularly shares relevant information from his/her manager and senior leaders.
  7. My manager has had a meaningful discussion with me about career development in the past six months.
  8. My manager communicates clear goals for our team.
  9. My manager has the technical expertise (e.g., coding in Tech, selling in Global Business, accounting in Finance) required to effectively manage me.
  10. I would recommend my manager to other Googlers.
  11. I am satisfied with my manager’s overall performance as a manager.

And then a couple of fill-in-the-blank questions:

  • 12. What would you recommend your manager keep doing?
  • 13. What would you have your manager change?

The Google Manager Feedback Form

Here’s a link to the survey as a Google Form: Google Leadership Evaluation survey.

Soft Skills Matter Most

Only one question refers to technical skills.  Every other question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration. Google have seen that it is not what you know, but how you act that shapes your impact as a leader.

One response to “Google Evaluates Leadership Using these 13 Questions”

  1. Very interesting, Conor.
    Very open-minded and smart from Google, as often employees leave managers, not companies, and it’s a way of increasing the awareness of the organisation on the whole.
    Curious to know how they manage feedback for regular employees too.
    I might be wrong, but it seems important the size of the company to keep a real anonymity and constructive side of these practices.

What are your thoughts?

This site uses Akismet to reduce spam. Learn how your comment data is processed.