Is Your New Manager Set Up to Win? The New Manager Readiness Scorecard
A 12-question scorecard for new managers across four areas: Role Shift, One-on-Ones & Feedback, Expectations & Clarity, and Support & Self-Awareness. Built for leadership-development coaches and L&D consultants who sell new-manager programmes. Includes a first-person 30-minute booking block, share CTAs on every level, qualifying questions (role, company size, team name, one-thing-to-change) and a step-by-step guide to scoring a manager and their boss separately. After cloning, swap the booking c…
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About this template
Is Your New Manager Set Up to Win? The New Manager Readiness Scorecard is a free quiz template with 16 questions. Take the live preview above, then copy it into your own RooQuiz account — the questions, results and follow-up are all yours to edit before you publish.
What's inside: 16 questions
Every question below comes with the template, in this order. After you copy it, you can reword, reorder or remove any of them.
- Think of the last task you handed to someone on your team. What happened?I handed it over but checked in so often it was still mostly mine · I described the outcome and why it mattered, then let them choose the how · I did it myself because it was faster · I gave a clear brief but never followed up
- Look at last week's calendar. How much of your time went to your team (one-on-ones, unblocking, planning) rather than your own individual work?About half and half · Team time was whatever was left after my own tasks · A planned share, protected before the week started · About a third
- The last time your team produced something with a mistake in it, what did you do first?Asked what happened and corrected it with them · Did that, and also changed something in how we work so it can't recur · Fixed it myself quietly · Worked out who was at fault and told them
- How are your one-on-ones with each direct report actually going?I don't hold them; we talk when something comes up · They get cancelled when things get busy · Every week or two, with an agenda the report helps set · Regular, but mostly me asking for status updates
- When did you last give someone on your team feedback on a specific piece of work, within a few days of it happening?Within the last month · I can't remember a specific time · Within the last week · I haven't yet
- Is there a conversation you know you need to have with someone on your team and have been putting off?Yes, and I'm hoping it resolves itself · Yes, but it's scheduled · No — my last difficult conversation was within days of the problem · Yes, and I keep waiting for the right moment
- If you asked each person on your team for their top priority this month, how many would give the answer you would?Less than half · Almost everyone · I've never asked, and I'd be nervous to · More than half
- How have you told each person what 'good' looks like in their role?Through what I praise and correct — they'll figure it out · Written goals we agreed together and review regularly · I haven't defined it · I said it in a conversation early on
- Think of the last decision your team brought to you. How did you handle it?I decided quickly because that was easier · I asked for their recommendation, then agreed or coached them to a better one · I put it off until it became urgent · I decided and explained why
- When did you last talk with your own manager about how you're doing as a manager — not about the work itself?Only in a formal review · In the last month, and it changed something I do · Never · In the last three months
- What structured help have you had for the management part of your job?Nothing — I'm learning by doing · A programme or coach, plus peers I meet with regularly · Books, videos and my own research · A course or workshop, once
- The last time someone on your team disagreed with you, how did you react?I got defensive, then regretted it · I listened but stuck with my plan · I asked them to say more, then changed my view or explained why not · I avoid situations where they would
- Which best describes you?I'm a new manager (under 2 years) · I manage one or more new managers · I'm in HR or L&D, responsible for new managers · I'm a coach or consultant assessing a client
- How many people work at your company?1–10 · 11–50 · 51–250 · 251–1,000 · More than 1,000
- Company or team name (optional)
- If you could change one thing about how you manage right now, what would it be?
What it measures
Answers are scored across 4 dimensions. Each respondent gets a score for every one, shown side by side on a radar chart.
Role Shift
Whether you have moved from doing the work to leading the people who do it: delegating outcomes, protecting team time and owning mistakes without taking over.
One-on-Ones & Feedback
Whether the conversations that build a team actually happen: regular one-on-ones, timely specific feedback and the hard conversations people put off.
Expectations & Clarity
Whether your team knows what matters, what good looks like and how decisions get made — the area most new managers assume is clearer than it is.
Support & Self-Awareness
Whether you have help of your own and can hear disagreement: conversations with your manager, structured learning and how you react when challenged.
Result levels
The total score places each respondent in one of 4 levels, each with its own message on the result page.
Accidental Manager
Score below 48You are managing mostly by doing: your own work still fills the week and your team gets what is left. That is the normal starting point after a promotion, and it is fixable fast.
Working It Out
Score 48–78You have some management habits and some gaps, and the gaps tend to show up under pressure. When the week gets busy, one-on-ones slip and hard conversations wait.
Building Habits
Score 78–100Your team can predict you, which is worth a lot. What is left is usually a single area sitting below the others, and often a blind spot rather than a skill gap.
Ready to Lead
Score 100+Delegation, feedback, clarity and support are all running as habits rather than effort. The risk now is drift: habits like these slip when the team grows or a crisis hits.
How scoring works
There are no wrong answers: every option carries its own points. The points add up to an overall score — and, where the template defines dimensions, to a score for each one — so respondents get a personal breakdown instead of a pass or fail.
How to use this template
- Answer the live preview yourself to see exactly what a respondent sees, question by question.
- Copy it into your account — the questions, scoring logic and result pages all come with it.
- Rewrite the copy, add your own branding and call to action, then publish it on your own link or embed it on your site.