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Leadership ReviewLeaders get feedback on results. Rarely on how they lead.

And without that feedback, small misalignments in priorities, communication and follow-up go unnoticed. A leadership review helps leaders catch those signals early — while there is still room to act.
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Trusted by organisations of every size, across every industry

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Small differences in leadership behaviour shape how teams think, act and perform

Leaders know the principles. But teams experience leadership in everyday behaviour: what gets prioritised, how decisions are made, and what is followed up. Without structured feedback, the gap between intent and experience stays invisible until trust, alignment or performance is affected.  

Not sure where to start?There is more to a good survey than the questions

Many HR teams spend time designing surveys — and still end up with results that are hard to act on. A short walkthrough with one of our experts can help you identify what to measure, how to structure it and what good follow-up looks like in practice.
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Leadership review solutionThe gap between leading and being led is where problems start

Leadership reviews show how leadership lands in practice — across teams, decisions and everyday follow-up. Where alignment is strong. And where signals of friction or disengagement are still small enough to act on.

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See how leadership priorities and decisions land across teams
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Spot misalignment and friction early — while there is still room to adjust  
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Give leaders a shared view instead of relying on impressions

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Scale across your organisation without adding complexity for HR

How everyday leadership decisions pull teams together — or apart

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When leadership priorities sound clear — but teams pull in different directions

Leaders communicate priorities once. Teams interpret them differently. Over time, focus shifts, alignment weakens and execution slows — without anyone noticing when or why it started.
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When leaders decide — but follow‑up doesn’t happen consistently

Decisions are made, but actions fade. Issues are raised but not closed. Inconsistent follow‑up quickly undermines trust and leaves employees unsure what matters.
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When leadership feels solid in one team — and frustrating in another

The same leadership approach can work well in one team and poorly in another. Differences stay hidden until frustration grows or results start to diverge.
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When pressure changes leadership behaviour in everyday decisions

Under pressure, leadership shifts. Dialogue shortens. Priorities harden. Small changes in behaviour affect clarity, trust and collaboration long before they are recognised as a leadership issue.
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Before leadership issues escalateWhy acting early on leadership signals matters

When leadership issues are addressed early, organisations avoid escalation, rework and unnecessary tension. Acting on clear leadership signals helps prevent small misalignments from turning into conflicts, loss of trust or costly corrective processes later on.
Higher team effectiveness0x

Employees with clear, goal‑oriented managers are far more likely to experience their team as effective and well‑functioning.

Source: Peoplexact Insights

More development opportunities0%

When managers are supportive, significantly more employees see real opportunities to develop and grow in their role.

Source: Peoplexact Insights

Stronger advocacy0x

Employees with decisive managers are much more likely to recommend their workplace to others.

Source: Peoplexact Insights

Reduced turnover risk0%

Supportive leadership plays a key role in retention — employees are far less likely to leave when leadership is present and engaged.

Source: Peoplexact Insights

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Built for leadership follow‑upDon’t just measure leadership. Make it actionable.

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We've got you covered

You're never on your own

From onboarding to follow-up, you have direct access to a team that knows the platform inside out. Got a question about your results? Need help planning your next survey? We're ready when you are.

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Safe to answer. Reliable to act on.

Peoplexact tracks teams, not individuals. Your data stays in Denmark, and every survey is built to protect anonymity — so your employees feel safe to answer honestly, and you get results you can actually rely on.

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Book a demoLeadership feedback is easy. Follow‑up is where tools differ.

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See how leadership review results are presented to leaders

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Understand how priorities and follow‑up are supported in practice

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Get a realistic view of how leadership insights are used after the survey

Common questions about leadership review

What does a leadership review focus on?

A leadership review focuses on how leadership is experienced in everyday work — including priorities, decisions and follow‑up — and provides structured insight into how leadership shows up across teams and everyday situations.  

While many HR surveys focus on engagement, wellbeing or satisfaction, a leadership review looks specifically at leadership behaviour and how it shapes alignment, clarity and trust across teams.  

No. A leadership review is not a performance evaluation and does not assess individual leaders against targets or competencies. It provides aggregated insight into how leadership practices are experienced.  

Leadership review insight should be used as early signals. It helps organisations identify misalignment or weak follow-up before these develop into larger problems.  

Yes. Responses are aggregated and anonymised, so feedback givers can share honest observations without fear of reprisals. This is what makes the insight actionable — leaders receive a genuine picture of how their leadership is experienced, not a filtered one.

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