Skip to content
SignalSuite

Leadership quality signals

Available

ManagerSignal

Most managers are reviewed on the outcomes of their team, never on how they lead it. ManagerSignal gives them an honest, anonymous read across six dimensions of leadership effectiveness: a mirror, not a verdict.

Get startedExplore products

Overview

Leadership feedback that's safe to give and useful to get

ManagerSignal lets managers run anonymous team diagnostics across six research-backed dimensions of leadership effectiveness, plus eNPS. Scores stay private until enough responses protect anonymity, then point straight at strengths and risks.

Upward feedback usually arrives in two unhelpful forms: too rare and too vague to act on, or so identifiable that no one says anything real. ManagerSignal fixes both. A manager runs a short, anonymous diagnostic with their team across six research-backed dimensions of effectiveness, and the scores stay sealed until enough people have responded that no single answer can be traced.

The result is a clear breakdown of strengths and risks (the specific places a manager is excelling and the places to coach next), plus eNPS scored on its own, so a strong team sentiment never quietly inflates a weak leadership signal.

What you get

  • Anonymous team diagnostics
  • Six dimensions of leadership effectiveness
  • eNPS, scored separately
  • Strengths & risks breakdown
  • k-anonymity privacy threshold

Capabilities

Built to turn raw feedback into action

Each capability is designed around a single principle: the employer sees patterns, never individual people.

  • Anonymous team diagnostics

    A manager invites their team to a short, structured diagnostic. Responses are anonymized and pooled, designed for candor, not performance theater.

  • Six dimensions of effectiveness

    Leadership is scored across six research-backed dimensions, so feedback points at specific, coachable behaviors instead of a single blunt rating.

  • eNPS, scored separately

    Employee Net Promoter Score is measured and reported on its own, so overall team sentiment never masks a specific leadership gap.

  • Strengths and risks breakdown

    Results highlight where a manager is strongest and where the risk sits, turning a wall of feedback into a short, prioritized coaching list.

  • k-anonymity privacy threshold

    Scores stay private until a minimum number of responses is reached, so a small team's feedback can never be pinned to one person.

  • Track development over time

    Re-run the diagnostic after coaching and see whether the dimensions you worked on actually moved: leadership growth you can evidence.

How it works

From first response to a decision you can defend

  1. 1

    Manager starts a diagnostic

    A manager opens a diagnostic and invites their team. The questions map to the six dimensions of leadership effectiveness.

  2. 2

    The team responds anonymously

    Team members answer candidly. Responses are anonymized and pooled, with nothing visible until the privacy threshold is met.

  3. 3

    Scores unlock at the threshold

    Once enough people respond, scores compute across all six dimensions plus eNPS, and not a moment before, by design.

  4. 4

    Coach the specific gaps

    The strengths-and-risks breakdown points to what to work on next. Re-run later to see the change.

Anonymity by design

The employer sees patterns, not people

Upward feedback is only honest when it’s truly anonymous. ManagerSignal enforces a k-anonymity threshold: a manager sees no scores at all until enough of their team has responded that no individual answer can be isolated. Below that line, the result simply stays sealed.

A manager sees “clarity of direction is the dimension to work on,” never who rated them how. That’s the boundary that makes the feedback both safe to give and worth acting on.

  • k-anonymity threshold gates every score
  • Managers see dimensions, never individual responses
  • eNPS reported separately to avoid masking gaps
  • Workspace-scoped: diagnostics stay within your org
Read how we protect anonymity

Questions

ManagerSignal, answered honestly

Is ManagerSignal available now?
Yes. ManagerSignal is live. A manager can run an anonymous team diagnostic across six dimensions of leadership effectiveness today, with scores held back until enough of the team responds to protect anonymity.
How does the anonymity threshold work?
ManagerSignal uses a k-anonymity threshold: no scores are shown to a manager until a minimum number of their team members have responded. Until that bar is met, results stay sealed, so a small team's feedback can never be traced to one person.
What are the six dimensions?
They are research-backed dimensions of leadership effectiveness (covering things like direction, support, fairness, and communication), chosen so feedback points at specific, coachable behaviors rather than a single overall verdict. Each is scored independently.
Why is eNPS scored separately?
Because overall team sentiment and leadership effectiveness are different things. Reporting eNPS on its own prevents a generally happy team from masking a real gap in how the manager leads, and vice versa.
Is this a performance-review or surveillance tool?
No. ManagerSignal is built as a development mirror for managers, not a ranking or monitoring system. It surfaces strengths and coaching opportunities anonymously; it does not expose individuals or feed disciplinary processes.

Rolling ManagerSignal out across a large organization?

Talk to us about a tailored rollout, SSO and advanced roles, and a plan built for your whole team.

Request enterprise access

Give your managers a mirror, not a verdict

ManagerSignal is live. Run your first anonymous team diagnostic and see where your managers are strongest, and where to coach next.

Get startedExplore products