Supervisor Evaluation Form Template
Free supervisor evaluation form template for small businesses. Collect upward feedback on leadership, communication, fairness, and team development.
Last updated: 2026-02-09
Supervisor Evaluation Form Template
Feedback should flow in both directions. While supervisors regularly evaluate their team members, employees rarely get a structured chance to share how well they are being managed. This supervisor evaluation form gives your team a clear, consistent way to provide upward feedback on leadership, communication, support, and development.
For small businesses, where managers often wear many hats, this kind of feedback is especially valuable. It highlights blind spots, reinforces what is working, and helps leaders grow alongside their teams.
When to Use This Form
- During annual or semi-annual performance review cycles (as a companion to the standard performance review)
- After a major project or busy season, to capture feedback while experiences are fresh
- When onboarding a new manager and you want to check in on how the transition is going
- When you notice signs of team friction, low morale, or high turnover under a particular supervisor
Supervisor Evaluation Form
Evaluation Period: ________ / ________ / ________ to ________ / ________ / ________
Supervisor Being Evaluated: _______________________________________
Supervisor's Title: _______________________________________
Department: _______________________________________
Evaluator (optional -- may be anonymous): _______________________________________
Date: ________ / ________ / ________
Rating Scale
Use the following scale for each item below:
| Rating | Meaning |
|---|---|
| 5 | Exceptional -- Consistently exceeds expectations |
| 4 | Strong -- Frequently exceeds expectations |
| 3 | Satisfactory -- Meets expectations |
| 2 | Needs Improvement -- Sometimes falls short of expectations |
| 1 | Unsatisfactory -- Consistently falls short of expectations |
| N/A | Not applicable or not enough information to rate |
Category 1: Communication
| Item | Rating | Comments |
|---|---|---|
| Communicates expectations clearly and consistently | _____ | _______________________________________ |
| Provides timely updates on company or team changes | _____ | _______________________________________ |
| Is approachable and available for questions or concerns | _____ | _______________________________________ |
| Listens actively and considers different viewpoints | _____ | _______________________________________ |
| Communicates constructive feedback in a respectful manner | _____ | _______________________________________ |
Category 2: Leadership and Decision-Making
| Item | Rating | Comments |
|---|---|---|
| Sets a clear direction for the team | _____ | _______________________________________ |
| Makes fair and consistent decisions | _____ | _______________________________________ |
| Takes responsibility for outcomes (does not shift blame) | _____ | _______________________________________ |
| Stays calm and effective under pressure | _____ | _______________________________________ |
| Leads by example in work ethic and professionalism | _____ | _______________________________________ |
Category 3: Fairness and Respect
| Item | Rating | Comments |
|---|---|---|
| Treats all team members fairly and equitably | _____ | _______________________________________ |
| Recognizes and acknowledges good work | _____ | _______________________________________ |
| Handles conflicts in a professional and impartial manner | _____ | _______________________________________ |
| Respects boundaries and personal time | _____ | _______________________________________ |
| Creates an environment where people feel comfortable speaking up | _____ | _______________________________________ |
Category 4: Support and Development
| Item | Rating | Comments |
|---|---|---|
| Provides the resources and tools needed to do the job | _____ | _______________________________________ |
| Supports professional growth and learning opportunities | _____ | _______________________________________ |
| Gives regular, useful feedback (not just during reviews) | _____ | _______________________________________ |
| Helps remove obstacles and resolve issues | _____ | _______________________________________ |
| Delegates appropriately and trusts the team to deliver | _____ | _______________________________________ |
Category 5: Team Building and Collaboration
| Item | Rating | Comments |
|---|---|---|
| Fosters teamwork and collaboration within the group | _____ | _______________________________________ |
| Encourages open communication among team members | _____ | _______________________________________ |
| Manages workload distribution fairly | _____ | _______________________________________ |
| Addresses underperformance constructively | _____ | _______________________________________ |
| Makes the team feel valued and motivated | _____ | _______________________________________ |
Open-Ended Questions
What does this supervisor do well?
What could this supervisor improve?
Is there anything else you would like to share about your experience working with this supervisor?
Summary (For HR / Leadership Use)
| Field | Entry |
|---|---|
| Number of Evaluations Received | _______________________________________ |
| Average Overall Rating | _______________________________________ |
| Key Strengths Identified | _______________________________________ |
| Key Areas for Improvement | _______________________________________ |
| Action Items | _______________________________________ |
| Reviewed By | _______________________________________ Date: ________ / ________ / ________ |
How to Use This Template
- Decide on anonymity. Before distributing, determine whether responses will be anonymous, confidential (seen only by HR), or attributed. Communicate this clearly to participants.
- Distribute to the supervisor's direct reports. Give each team member a copy of the form. Allow at least one week for completion.
- Collect and compile results. If responses are anonymous, aggregate the ratings and summarize the open-ended comments before sharing anything with the supervisor.
- Share feedback with the supervisor. Present the compiled results in a constructive meeting. Focus on patterns, not individual comments. Highlight both strengths and areas for growth.
- Create an action plan. Work with the supervisor to identify one or two concrete areas for improvement and set a timeline for follow-up.
- File the summary. Keep the compiled summary in the supervisor's personnel file. If individual forms are anonymous, you may shred or delete them after compiling to protect confidentiality.
Tips for Small Businesses
- Start small. If upward feedback is new to your team, begin with the open-ended questions only. You can add the rating categories once people are comfortable with the process.
- Do not use it punitively. The goal is development, not discipline. If supervisors feel they are being judged harshly, they will resist the process.
- Act on the feedback. Nothing kills trust faster than asking for input and then ignoring it. Even small changes show the team their voices matter.
- Make it regular. One-time evaluations have limited value. Build this into your annual or semi-annual review cycle for lasting impact.
Upward feedback is one piece of a healthy performance culture. Boring HR's Team Tracker helps small businesses manage evaluations, personnel records, and team details in one place so nothing gets lost between review cycles.