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CEO Assessment Survey

When it comes to a business hitting its objectives, growing, and building from strength to strength, achieving such goals is heavily dependent on the CEO.

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CEO Assessment Survey Intro

CEO Assessment Survey

When it comes to a business hitting its objectives, growing, and building from strength to strength, achieving such goals is heavily dependent on the CEO. While every executive and frontline employee has a role to play, it’s the CEO who lays the groundwork and drives the corresponding strategies.

That’s why it’s critical to ensure that the CEO knows where they’re excelling and where areas of improvement exist. Because when they’re performing at their best, it can create a cascading effect where everyone is empowered to perform better.

Our CEO Assessment Survey provides an actionable platform through which other executives and company staff can provide invaluable feedback to help the CEO refine and prioritise their specific duties and focus.

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What is the CEO Assessment Survey?

This survey aims to gain feedback from those who directly strategise and work with and/or report to the CEO. This commonly includes the executive board members who help govern the company, but can also cover high-level managers or other staff who directly report to the CEO.

The CEO Assessment Survey can be expanded further to receive feedback from other members of staff or the company at large. When the survey is complete, the collated findings will help inform the next steps for the CEO in terms of what they should continue doing and where areas of improvement are actionable.

Focus Areas of the CEO Assessment Survey

 Our CEO Assessment Survey focuses on 10 key areas related to their effectiveness and overall performance. These areas are:

Leadership

  • Do they implement the right long-term strategies?
  • Do they inspire fellow executives and staff to improve the business?
  • Are they shaping an accepting workplace culture?

Achievements

  • Do they achieve the goals they set for themselves and the company?
  • Are their performance benchmarks realistic and iterative?
  • Do they realistically evaluate performance to ensure the business flourishes?

Board relationships

  • Do they collaborate well with the board?
  • Do they manage expectations appropriately?
  • Do they govern the company in such a way that it adheres to corporate governance standards?

Problem-solving and decision-making

  • Do they handle critical decisions well?
  • Are they good at managing crises and navigating difficult times?
  • Do they properly analyse the risks and benefits of different decisions?

Organisational structure and development

  • Do they build effective teams?
  • Do they have proper processes in place to promote growth and talent development within the current employee base?
  • Have they put succession plans in place for when they move on?

External relationships

  • Do they have good relationships with stakeholders?
  • Do they attend and present at networking events?
  • Are they well-equipped to handle media relations and appearances in a way that benefits the company?

Human resources management

  • Do they appropriately oversee hiring strategies to acquire and retain top talent?
  • Do they ensure policies are in place for employee well-being?
  • Do they properly manage employee performance to foster employee growth and improvements?

Risk management and compliance

  • Are they equipped to identify potential risks and implement mitigation strategies?
  • Are they appropriately adhering to industry laws and regulations?
  • Do they have action plans in place so they’re prepared and ready to respond in the event of a crisis?

Financial management

  • Are they good at managing and approving budgets that achieve strategic objectives?
  • Do they know how to maintain profitability through considered monitoring of the company’s financial health?
  • Do they have good relationships with investors to help secure the company’s continued profitability and support?

Administration

  • Do they ensure day-to-day operations run smoothly?
  • Are they capable in developing and enforcing workplace policies that drive efficiency, transparency, and company-wide accountability?
  • Do they know how to allocate resources appropriately to support the company’s broader organisational objectives?

Leadership

  • Do they implement the right long-term strategies?
  • Do they inspire fellow executives and staff to improve the business?
  • Are they shaping an accepting workplace culture?

Achievements

  • Do they achieve the goals they set for themselves and the company?
  • Are their performance benchmarks realistic and iterative?
  • Do they realistically evaluate performance to ensure the business flourishes?

Board relationships

  • Do they collaborate well with the board?
  • Do they manage expectations appropriately?
  • Do they govern the company in such a way that it adheres to corporate governance standards?

Problem-solving and decision-making

  • Do they handle critical decisions well?
  • Are they good at managing crises and navigating difficult times?
  • Do they properly analyse the risks and benefits of different decisions?

Organisational structure and development

  • Do they build effective teams?
  • Do they have proper processes in place to promote growth and talent development within the current employee base?
  • Have they put succession plans in place for when they move on?

External relationships

  • Do they have good relationships with stakeholders?
  • Do they attend and present at networking events?
  • Are they well-equipped to handle media relations and appearances in a way that benefits the company?

Human resources management

  • Do they appropriately oversee hiring strategies to acquire and retain top talent?
  • Do they ensure policies are in place for employee well-being?
  • Do they properly manage employee performance to foster employee growth and improvements?

Risk management and compliance

  • Are they equipped to identify potential risks and implement mitigation strategies?
  • Are they appropriately adhering to industry laws and regulations?
  • Do they have action plans in place so they’re prepared and ready to respond in the event of a crisis?

Financial management

  • Are they good at managing and approving budgets that achieve strategic objectives?
  • Do they know how to maintain profitability through considered monitoring of the company’s financial health?
  • Do they have good relationships with investors to help secure the company’s continued profitability and support?

Administration

  • Do they ensure day-to-day operations run smoothly?
  • Are they capable in developing and enforcing workplace policies that drive efficiency, transparency, and company-wide accountability?
  • Do they know how to allocate resources appropriately to support the company’s broader organisational objectives?

Ready to Talk?

To run a CEO Assessment Survey at your company, the first step is to get in touch.

Your Say’s team has decades of collective experience in helping companies improve their operations through data-rich surveys, making their workplaces better spaces for executives and all employees.

The CEO Assessment Survey starts at

$1,500

excluding GST.

To get started, speak to one of our survey consultants today to find out more about fees, inclusions, add-on services and more.
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