Feedback for the Executive Team without pressure or fear

Evaluating the work of executive team members (C-level) is one of the most demanding yet strategically important activities in an organization. Well-prepared feedback not only helps to see how each person fulfills their role but also supports their development and strengthens collaboration at the highest level.

That’s why the C-level feedback process should serve two goals: assess their work and approach, while also supporting development and addressing key topics from an organizational perspective.

Why it matters

The executive team has a direct impact on organizational culture, business direction, and the overall collaborative atmosphere. Regular, well-conducted feedback:

Helps quickly identify areas that need strengthening
Builds trust across the organization
Demonstrates that the principle “feedback flows both ways” applies to everyone – including the highest management levels

Tools you can use

C-level feedback – Survey Variants
Based on the Leadership Feedback approach, this survey can be conducted in two ways:

Within the C-level team – each member evaluates the other executives

C-level + Leadership – peer evaluations are complemented by feedback from team leaders who work closely with the executive on a daily basis (usually within their own department)

Sample Questions:

To what extent does [name/role] provide clear strategic direction for their area?
How would you rate [name/role]’s decision-making ability in situations requiring quick responses?
How open is this person to receiving constructive feedback?

Individual C-level Feedback
This tool gathers feedback across three key areas:

a) Business Strategy & Impact

How much do this person’s initiatives contribute to achieving strategic goals?
Does this person clearly communicate business priorities and justify them?

b) Influence on Organizational Culture

To what extent does [name/role] support the organization’s values in day-to-day work?

c) Collaboration within the Executive Team

How would you rate this person’s willingness to collaborate on cross-departmental projects?

Team C-level feedback
This focuses on evaluating the executive team as a whole rather than individuals. Note: this type of survey often relies on perceptions of the team collectively, which can introduce biases. Always consider how much value it will bring versus potential drawbacks.

Sample Questions:

How would you rate the level of trust and openness within the executive team?
To what extent are decisions made by the executive team consistent and clearly communicated?
How would you evaluate the C-level team’s impact on maintaining and developing organizational culture?

Why it works

Regular, well-planned feedback at the executive level:

Increases alignment of strategic actions
Improves communication quality across the organization
Enables faster responses to challenges
Strengthens a culture based on trust and transparency

Feedback for the executive team should not be treated as a “risky HR project,” but as an integral part of a feedback culture. When top leaders regularly seek feedback and act on it, they send a clear signal to the entire organization: feedback is for everyone, and it’s about development – not evaluation for the sake of evaluation.

Photo by ian dooley on Unsplash