Manager Effectiveness Software

Your managers can't fix what they can't see

Measure every manager with mNPS. Give each one a dashboard of their own team's engagement. Turn scores into action plans the manager owns, with anonymity protected at every step.

4.7/5 on G2
ISO 27001SOC 2 Type IIGDPR
Manager dashboard
Every manager sees their own reportees only
4.6/5
Team engagement
+52
Team eNPS
92%
Participation
Scores over timeEngagement · last 6 months
Growth · 4.1Lowest driver this cycle+ Create action
Trusted by teams at
Aujan Coca-ColaRobertshawCerence AIBayportAlumilEconofoodsAstra Service PartnersGarrett
The manager effectiveness loop

Five steps to a stronger manager population

Most platforms stop at an org-wide score. This page is the loop that runs underneath it, manager by manager.

Spotlight 01 · Measure

Measure every manager's effectiveness, not just the org average

You cannot develop managers you have not measured. One org-wide score hides your best leader and your most struggling one.

  • Manager NPS shows how each team feels about its manager. One question, scored like eNPS, drillable from the org number to every individual leader.
  • Manager Statistics puts the whole population on one scorecard. Team engagement, mNPS, and participation aggregated per manager, side by side.
  • Performance buckets tell you who to coach first. Automatic cohorts like hi-pot and needs support: your recognition list and your coaching list, ready made.
How the NPS math works, on the eNPS page
Manager Statistics42 managers
mNPS and bucket per leader · latest cycle
A. Foster
Team of 14 · Engineering
+52
Manager NPS
Hi-pot
Manager 3 of 42 · latest cycle
Spotlight 02 · The dashboard

Every manager gets a dashboard of their own team, not the company average

Written for the manager, not the analyst. If you can read three numbers and a bar chart, you can run this.

  • Your headline metrics at a glance. Team engagement, team eNPS, and participation, covering your reportees and no one else's.
  • Scores over time. Engagement and eNPS, cycle by cycle, so you see movement before anyone has to tell you.
  • Filter by team or location. Direct reportees or your full rollup, one click apart.
  • Your team's feedback sentiment, themes first. What your people keep raising, grouped and scored, with quick survey reports one side pane away.
Org-wide analytics live in People Analytics
My team · OverviewLive
Everything about your team, three tabs wide
4.2/5
Engagement
+32
Team eNPS
88%
Participation
Top theme in feedback this cycle: workload balance on the night rota.
Spotlight 03 · Act

From score to action, owned by the manager

A dashboard that only reports is a mirror. This one hands you the next step and holds the deadline.

  • Create an action plan from your own results. Straight from a low driver, no HR ticket in between.
  • Start from a template or an AI-suggested action. A starting point that fits the driver, not a blank page.
  • Assign owners, collaborators, and deadlines. Actions belong to named people with dates, not to "the team".
  • HR sees follow-through across every manager. Completion rates per manager population, so acting on feedback stops being optional.
The full action workflow lives on Act on Feedback

See the manager dashboard on your own org structure.

Spotlight 04 · Benchmarks

A fair read: your team against the org and the industry

A 3.9 is a crisis in one company and the top score in another. Managers only trust a comparison that is fair.

  • Three reference points per driver. Your team, your organization, and the industry standard, side by side in the How I compare view.
  • The internal benchmark keeps it honest. Teams compare against your company's average and its top-scoring manager, not an abstract global number.
  • Industry benchmarks add the outside view. So a strong internal score never hides a weak market position.
Explore our benchmark reports
Spotlight 05 · Safe rollout

Safe to roll out: you decide what every manager sees

Manager access fails in two ways: managers see too much, or they see it before they are ready. Both are settings here, not risks.

  • Visibility controls per role. Hide open-text comments, hide the heatmap, hide the internal benchmark, switch off downloads. Each is one toggle.
  • Anonymity thresholds hold automatically. A team below your minimum respondent count shows nothing: the platform stops it, not policy.
  • View as Manager before you grant access. HR sees the exact dashboard a manager will get, before the manager gets it.
  • Phased rollout is a setting, not a workaround. HR-only in year one, managers in year two, with governance controls like preventing managers from creating surveys.
How anonymity works end to end

Built for the buyer and the manager who logs in

The program fails if either reader is an afterthought. Here is what each one gets.

What a manager-led program looks like at scale

1,500+

action plans created at Bristlecone, with 95% implemented.

34.8%

eNPS improvement, reaching 59.76 across 2,200+ employees.

87%

survey participation, so every manager's numbers meant something.

Manager quality is also the biggest lever on retention. The retention program built on these same signals lives on its own page.

In their words

Hear it from the people running it

Kevin Laurendeau, Air General
With CultureMonkey, managers are using the data to engage with their staff, re-engage with their staff, and look for opportunities to bring the team together. That connection to action is what makes it different.
Kevin LaurendeauVP of Human Resources · Air General
View case study
Allison Sproul, ConnectRN
It's imperative for leaders to acknowledge that they need to take care of themselves as leaders, so that way they can then assist their employees in putting on their oxygen masks.
Allison SproulDirector of People · ConnectRN
Proof

The science behind it is real, and recognized

15

drivers in the research-backed framework your managers are scored on

10M+

employee data points behind the benchmarks and models

4.7/5

average rating from HR leaders on G2

G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest ImplementationISO 27001 certifiedSOC 2 Type IIGDPR compliant

Go deeper on our methodology, intelligence, and benchmarks, or start from the People Science overview.

FAQ

Frequently asked questions

The basics

What manager effectiveness is, and the numbers behind it.

What is manager effectiveness, and how do you measure it?
Manager effectiveness is how well a manager builds an engaged, high-performing team, and the most reliable way to measure it is to ask the team. CultureMonkey tracks team-level engagement scores, manager NPS (mNPS), and participation survey over survey, then turns them into a Manager Statistics scorecard for every manager.
What is manager NPS (mNPS), and how is it different from eNPS?
eNPS asks how likely employees are to recommend your company; mNPS asks the same question about working for a specific manager. The math is identical, promoters minus detractors on a -100 to +100 scale, but mNPS drills down to each individual leader, showing which managers build teams people want to stay on.
How do managers compare their team against benchmarks?
The manager dashboard has a How I compare section that places each team's score against the company average, the top-scoring manager, and the industry standard, per driver. That context keeps scores fair: a 3.9 is not a failure when the org average is 3.7.

Rollout and control

What managers see, when they see it, and how to phase it.

What does a manager see in their dashboard, and what can we hide?
A manager sees only their own team's results: headline metrics, scores over time, strengths and focus areas, and feedback sentiment. Admin settings control the rest, you can hide open-text comments, the heatmap, the internal benchmark, and downloads, and View as Manager shows HR the exact view before granting access.
Can we roll out manager dashboards in phases, HR first and managers later?
Yes. Many organizations run the first annual survey cycle with HR reviewing manager results centrally, then grant managers dashboard access in year two once the program has earned trust. Access is role-based, so you can enable one manager population at a time under governance controls.
Do managers need training to use it?
No. The dashboard is built for people managers, not analysts: scores are labeled plainly, focus areas are ranked, and suggested actions come attached. Step-by-step help center guides cover every screen, and CultureMonkey's customer success team supports manager onboarding during rollout.

Action and anonymity

Turning scores into work, without breaking trust.

Can managers create their own action plans? Can we track whether they act?
Yes to both. Managers create action plans straight from their dashboard, starting from a template or an AI-suggested action, with owners, collaborators, and deadlines. Every action carries a status, so HR sees completion rates across the manager population and connects actions to score movement in the next survey cycle.
How do we protect anonymity when managers see small-team results?
Anonymity thresholds are enforced automatically: a team below your configured minimum shows no results, and no filter or drill-down reveals them. A manager's dashboard covers their reportees only, so a manager's own response rolls up to their manager's view, never their own team's report.

Updated: August 17, 2026

Give every manager the truth about their team

Measure every manager, equip every manager, and keep anonymity intact. See it on your own org structure in a 30-minute walkthrough.

ISO 27001SOC 2 Type IIGDPR
4.7/5 on G2