Personal growth
Confidence in decision-making

Confidence in decision-making

This survey assesses how confident employees feel when making decisions, which factors affect the quality of their choices, how they view responsibility, and what may decrease confidence. It helps evaluate decision-making styles, autonomy levels, and support needs.

Use template

The Confidence in decision-making template measures how sure employees feel when they make choices in their everyday work. It shows where hesitation comes from and what support people need to act more independently. Use it to understand decision-making styles and reduce delays caused by constant second-guessing.

What the “Confidence in decision-making” survey measures

The survey captures perceived confidence on a five-point scale, how often people seek extra confirmation from colleagues or a manager, and the specific factors that erode certainty — lack of information, high uncertainty, fear of mistakes, limited time, task complexity or weak managerial support. It also gauges how well respondents rely on facts and data, how quickly they decide in typical situations, and how willing they are to take responsibility for the outcome, closing with an open question about what would strengthen their confidence.

Who the “Confidence in decision-making” template is for

It fits team leads, HR and L&D specialists, and operations managers who want to map autonomy levels across a team or department. It works well during onboarding reviews, after a reorganization, or when a group keeps escalating routine decisions upward. Both startups delegating responsibility and larger companies auditing their empowerment culture will find it useful.

How to adapt the template to your needs

Adjust the wording to match your context — swap 'work tasks' for a specific process, project or client scenario. Extend the factor lists (fear of mistakes, limited time, task complexity) with items from your own workflow, or trim them to keep the survey short. You can add branching so that people who often seek confirmation get follow-up questions about the type of decisions involved, and convert the closing open text into a rating if you prefer purely quantitative reporting.

Questions and answer options

Question type: single choice.
Answer options:
— Very confident
— Mostly confident
— Moderately confident
— Mostly unconfident
— Very unconfident
Question type: single choice.
Answer options:
— Almost never
— Rarely
— Sometimes
— Often
Question type: multiple choice.
Answer options:
— Lack of information
— High uncertainty
— Fear of making mistakes
— Limited time
— Task complexity
— Insufficient manager support
Question type: multiple choice.
Answer options:
— Risk analysis
— Collecting additional information
— Consulting colleagues
— Breaking the task into steps
— Using past examples
— Comparing multiple alternatives
Question type: single choice.
Answer options:
— Fully willing
— Mostly willing
— Depends on the situation
— Mostly unwilling
— Not willing

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Frequently asked questions

Confidence is measured by the five-point self-assessment and the willingness-to-take-responsibility question, while speed is captured separately by a rating on how fast people decide in typical situations. Comparing the two shows whether quick decisions are also confident ones.
A high share of 'often' answers to the confirmation question usually signals low autonomy or unclear mandates rather than low competence. Cross-reference it with the factors question — insufficient manager support or lack of information often explains the pattern.
The multiple-choice factor question covers lack of information, high uncertainty, fear of mistakes, limited time, task complexity and insufficient manager support, so you can quantify which obstacle dominates before planning any support measures.
Yes. The responsibility-readiness and data-reliance questions together indicate who is ready for more autonomy, while the approaches question (risk analysis, consulting colleagues, comparing alternatives) shows which support tools to reinforce.