Anonymous team intelligence.
Better managers. Stronger teams.
Anonymous direct-report feedback, scored across six dimensions and Team eNPS. Give every manager structured, honest intelligence to understand where they stand and where to grow.
How it works
From team signal to leadership clarity
- 01
Direct reports submit anonymously
Current and former direct reports submit structured feedback across six core effectiveness dimensions, anonymously and securely.
- 02
Threshold protects anonymity
Scores are withheld until the minimum response threshold is met. No individual submission is ever surfaced or identifiable.
- 03
Score published across six dimensions
An overall ManagerSignal Score, six dimension breakdowns, and Team eNPS are published once the threshold is reached.
- 04
Strongest areas and focus areas surface
Managers see category-level highlights — which dimensions lead and which need attention — without any individual response ever disclosed.
Features
Built for leadership development
Anonymous Direct-Report Feedback
Current and former direct reports submit structured feedback privately. No attribution, no identity attached, no politics.
Six-Dimension Scoring
Leadership scored across six research-backed dimensions — Psychological Safety, Coaching & Development, Empowerment & Autonomy, Clarity & Direction, Communication & Recognition, and Fairness & Inclusion — each on a 0–100 scale.
Strongest Areas & Focus Areas
Category-level highlights surface which dimensions lead and which need attention, once the response threshold is met.
Team eNPS
Employee Net Promoter Score measured alongside dimension scores, giving a single read on overall team sentiment.
Threshold-Protected Results
Scores publish only once the minimum response threshold is reached, so no individual's answers can be identified.
Anonymity at the Data Layer
Reviewer identities are never disclosed. The link between a submission and an individual does not exist in the data model.
The outcome
Transform manager effectiveness across your organization.
- Surface leadership gaps before they become retention crises
- Give managers honest, structured feedback for the first time
- Identify strongest and focus areas with six-dimension breakdowns
- Measure Team eNPS alongside effectiveness scores
- Enable manager development with evidence-backed structured data
Anonymity by design
Reviewer identities are never disclosed to managers. Feedback is only surfaced after aggregation across a minimum respondent threshold. Anonymity is enforced at the data layer. Managers cannot see who said what, because that link does not exist.
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