Keep Your Managers Aligned Without the Meeting Mayhem

A straightforward guide to creating monthly engagement surveys that actually work. No forced ratings, no unnecessary meetings – just honest feedback that keeps everyone moving forward.

Arjun Rajkumar

Using the Monthly employee engagement survey template for Managers

Setup automated daily check-ins with your own custom monthly questions. Your team receives the questions every month, and shares their updates with you.

This saves you time from having to create these questions manually every month. By automating it and getting everything written down at the beginning of every month, it increases accountability and keeps the whole team on the same page.

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Hey there – I've spent years trying to figure out how to keep tabs on our managers without drowning in endless meetings or getting buried in spreadsheets. The monthly check-ins were always a mess – trying to coordinate everyone's schedules, sitting through long updates, and still somehow missing the important stuff. There had to be a better way.

That's why we built this simple monthly engagement survey system. No apps to install, no passwords to remember, no meetings to schedule. Just straightforward questions that managers can answer on their own time, keeping everyone accountable without the micromanagement. The kind of system I wish I had when I was starting out.

Why is a monthly employee engagement survey template for managers important?: Monthly surveys hit the sweet spot of engagement tracking. They're frequent enough to catch issues before they become problems, but not so frequent that they become noise. When managers know they'll be sharing their thoughts and progress each month, it creates a natural rhythm of reflection and planning. Plus, having everything in writing creates a clear record you can actually use – no more trying to piece together what was said in that Zoom call three months ago.
What makes a good managers employee engagement survey template?: The best templates don't feel like homework. They're focused on real insights, not arbitrary metrics. They ask about actual challenges, wins, and needs – things managers are already thinking about but might not have a structured way to share. And most importantly, they respect everyone's time. A good template can be filled out thoughtfully in 15-20 minutes, which means managers actually complete them, and you actually read them.
How do I create a employee engagement survey template for managers?: Start with the essentials and keep it simple. Focus on open-ended questions that encourage honest reflection. Skip the 1-10 ratings – they rarely tell the whole story. Make it editable (Word or PDF format) so teams can adapt it to their needs. But most importantly, make it easy to access and submit. The best template in the world is useless if your managers can't easily access and complete it when they have the time to give thoughtful answers.
What's the best format for assessments answers from managers?: Written responses beat ratings every time. While numeric scales might seem easier to track, they often mask the real insights. When managers can explain their challenges and victories in their own words, patterns emerge naturally. Plus, written responses create a valuable record you can reference and learn from. The key is making sure questions are specific enough to guide meaningful responses, but open enough to capture unexpected insights.

Sample monthly questions:

You can add any monthly questions you want, and schedule the questions to go out to your team repeatedly at any time in the monthly via Progress Updates. Here are a few sample monthly questions related to Monthly employee engagement survey template for Managers:

What's the most significant progress your team made this month toward their main objectives?

This question helps track actual progress while giving managers space to highlight achievements that might not be captured in regular metrics.

What's one thing you need more support with right now?

Regular check-ins on support needs help prevent small challenges from becoming major roadblocks.

How has your team's workload felt this month? Any concerns about capacity?

This helps identify potential burnout or resource issues before they impact team performance.

What's one thing you've learned about leading your team this month?

Encourages ongoing leadership development and helps identify areas where managers might benefit from additional guidance.

Looking ahead to next month, what's your team's biggest opportunity or challenge?

Helps managers think strategically while giving you insight into upcoming needs or potential issues.

A good monthly engagement survey isn't just another task to check off – it's a powerful tool for keeping your management team aligned and supported. When done right, it creates a rhythm of reflection and communication that helps everyone do better work. No meetings required.