50+ Upward Feedback Examples to Foster Leadership Growth

Upward feedback ensures that leaders are aware of their strengths and areas for development, contributing to a more engaged and motivated workforce.

This article includes 50+ concrete examples of constructive and positive upward feedback, grouped by various themes to address different aspects of leadership and management. We also included valuable tips for delivering impactful upward feedback and ensuring your feedback is always respectful and effective.

Feedback on communication

Positive feedback

• “I appreciate how you always ensure clarity in your communications. For instance, during the last project update meeting, your detailed explanations helped the team understand the complex requirements, significantly reducing confusion and errors.”
• “Your communication during the team meetings is always clear and concise. For instance, the way you break down complex tasks into manageable steps helps everyone understand their responsibilities and deadlines.”

Constructive feedback

• “It would be beneficial if you could provide more frequent updates on project progress. For example, a brief weekly email summarizing key milestones and any potential roadblocks would help the team stay aligned and proactive.”
• “It would be helpful if you could encourage more two-way communication. For example, allocating time for team members to share their thoughts and feedback during meetings could lead to more innovative solutions.”

Feedback on management style

Positive feedback

• “Your inclusive management style fosters a positive team environment. For example, your practice of seeking input from all team members during decision-making processes has made everyone feel valued and heard.”
• “Your hands-on approach to management ensures that everyone feels supported. For example, your regular one-on-one check-ins help address issues promptly and keep us motivated.”

Constructive feedback

• “While your leadership is generally effective, there are times when more decisive action is needed. For instance, a quicker resolution could have minimized the impact on our deadlines during the recent project delay.”
• “While your inclusive style is appreciated, a more directive approach might sometimes be beneficial. For instance, during critical project phases, providing clearer, more specific instructions could enhance efficiency and outcomes.”

Feedback on the impact on team performance

Positive feedback

• “Your focus on enhancing team performance has led to noticeable improvements in productivity and quality of work. For example, the bi-quarterly performance reviews you initiated have helped us identify and rectify inefficiencies quickly.”
• “Your focus on continuous improvement has noticeably increased our team’s efficiency. For instance, the new project tracking system you introduced has streamlined our workflow and reduced delays.”

Constructive feedback

• “To further improve our team performance, it would be beneficial to have more targeted training sessions that address specific areas where we can grow, such as project management and client communication skills.”
• “To boost our team performance further, more emphasis on individual performance metrics could be useful. For example, quarterly performance reviews with personalized feedback could help us identify and work on our weaknesses.”

Feedback on team collaboration and support

Positive feedback

• “Your efforts to promote team collaboration are commendable. The team-building activities you organized last quarter, such as the brainstorming sessions and collaborative workshops, have significantly improved our teamwork and creativity.”
• “Your encouragement of collaborative efforts has strengthened our team. For example, the cross-functional workshops you organized helped us better understand each department’s contributions and challenges.”

Constructive feedback

• “It would be helpful if you could facilitate more cross-departmental collaboration. For example, organizing regular inter-departmental meetings could help us leverage diverse perspectives and expertise.”
• “It would be beneficial to foster more informal collaboration opportunities. For instance, organizing casual team gatherings or brainstorming sessions could promote creativity and camaraderie.”

Feedback on support for professional development

Positive feedback

• “I appreciate your commitment to our professional growth. The training programs you recommended, such as the advanced Excel course, have been incredibly beneficial in enhancing our skills.”
• “You excel at identifying growth areas for each team member, which has helped us all develop our skills effectively. For instance, your suggestion that I pursue a certification in digital marketing has been instrumental in advancing my career.”
• “Your proactive approach to professional development is inspiring. The mentorship program you initiated has provided valuable guidance and growth opportunities for many of us.”

Constructive feedback

• “It would be great if you could provide more personalized development plans. For instance, identifying specific areas for improvement and suggesting relevant courses or mentorship opportunities would help us achieve our career goals more effectively.”
• “It would be helpful if you could provide more structured opportunities for us to identify and discuss our areas of growth, such as through regular career development workshops or feedback sessions.”
• “Offering more diverse learning resources could enhance our development. For instance, providing access to various online courses or industry conferences could cater to our varied career aspirations.”

Feedback on recognition and appreciation

Positive feedback

• “Your recognition of our hard work is highly motivating. The ‘Employee of the Month’ awards and personalized thank-you notes have boosted team morale and productivity.”
• “Your timely recognition of individual efforts boosts our morale. The personalized shout-outs during team meetings make us feel valued and appreciated for our hard work.”

Constructive feedback

• “While your appreciation is valued, more public recognition during team meetings could further enhance our motivation. For example, highlighting individual achievements in front of the team would make us feel more acknowledged.”
• “Increasing the visibility of recognition programs could further motivate the team. For example, creating a monthly newsletter highlighting key achievements and contributions would broadly acknowledge our efforts.”

Feedback on goal-setting

Positive feedback

• “Your clear and achievable goal-setting has been instrumental in our success. The SMART goals you set for the last quarter helped us focus our efforts and achieve our targets efficiently.”
• “Your method of setting specific, measurable goals has driven our team’s success. The clear targets and timelines ensure we stay focused and achieve our objectives.”

Constructive feedback

• “It would be beneficial if you could involve us more in goal-setting. For example, collaborative goal-setting sessions would ensure that our individual objectives align with the team’s overall goals.”
• “Enhancing the flexibility of our goals could improve adaptability. For example, allowing for periodic goal adjustments based on project progress and changing priorities would help us stay agile and responsive.”

Feedback on organizational alignment and vision

Positive feedback

• “Your ability to align our team’s work with the company’s vision is impressive. How you communicated the strategic goals during the annual meeting helped us understand our role in the bigger picture.”
• “Your ability to articulate the company’s vision keeps us aligned and motivated. The quarterly strategy sessions you lead help us see how our work contributes to the broader organizational goals.”

Constructive feedback

• “It would be helpful if you could provide regular updates on how our work contributes to the company’s long-term vision. For instance, quarterly briefings on organizational progress and future plans would keep us more engaged and motivated.”
• “More frequent insights into the company’s strategic direction could enhance our engagement. For instance, monthly updates on major company developments and long-term plans would keep us informed and aligned.”

Feedback on work-life balance and well-being

Positive feedback

• “Your support for work-life balance is greatly appreciated. The flexible working hours and remote work options have significantly improved our well-being and productivity.”
• “Your initiatives to support work-life balance are greatly valued. The wellness programs and flexible scheduling options you introduced have significantly improved our overall well-being.”

Constructive feedback

• “It would be beneficial if you could promote more mental health and well-being initiatives. For example, organizing stress management workshops or providing access to counseling services would help us maintain a healthy work-life balance.”
• “Introducing more proactive well-being measures could further support our team. For example, offering regular mental health days or wellness check-ins could help us maintain a healthy work-life balance.”

Feedback on giving and receiving feedback

Positive feedback

• “Your approach to giving constructive criticism is highly effective. You always provide clear, actionable advice, which makes it easier for us to improve our performance.”
• “You have fostered a culture where all employees are encouraged to share feedback. This openness has greatly enhanced our team dynamics and individual growth.”
• “Your receptiveness to the type of feedback provided, whether positive or constructive, sets a strong example for the team. It shows your commitment to personal and professional growth.”
• “Your constructive feedback is always thoughtful and actionable. Your specific examples and suggestions help us understand exactly how to improve our performance.”

Constructive feedback

• “While your feedback is always valuable, increasing the frequency of feedback sessions could help us adjust our work more dynamically. Perhaps bi-weekly feedback meetings could be instituted.”
• “Encouraging more peer-to-peer feedback could further enhance our learning opportunities. Structured peer review sessions might be a beneficial addition to our feedback process.”
• “Encouraging more honest feedback during and after major projects could be beneficial. For instance, holding post-project debriefs to discuss what worked well and what could be improved would help us learn and grow continuously.”
• “Improving how feedback is documented and followed up on could make our feedback process even more effective. Perhaps the department can implement a performance management software to monitor progress on feedback.”

Feedback on decision-making

Positive feedback

• “Your decision-making process is highly effective. For example, your ability to quickly assess situations and choose the best course of action has helped us navigate complex challenges smoothly.”
• “Your strategic decision-making has positively impacted our project outcomes. For example, your choice to adopt agile methodologies for our latest project streamlined our processes and improved delivery times.”

Constructive feedback

• “It would be beneficial to involve the team more in the decision-making process. For instance, regular brainstorming sessions before making significant decisions could bring more diverse perspectives and improve outcomes.”
• “It would be helpful if you could provide more context behind your decisions. For instance, explaining the rationale and potential impacts during team meetings would enhance our understanding and buy-in.”

Feedback on conflict resolution

Positive feedback

• “Your approach to conflict resolution has been exemplary. For instance, your mediation during the recent team disagreement helped resolve the issue quickly and maintain a positive working environment.”
• “Your proactive approach to conflict resolution has maintained a harmonious team environment. For instance, your regular check-ins to address any emerging issues have prevented conflicts from escalating.”

Constructive feedback

• “Providing more training on conflict management techniques could be beneficial to further improve conflict resolution. For example, organizing workshops on effective communication and negotiation skills would equip the team to handle conflicts more constructively.”
• “Improving consistency in addressing conflicts could be beneficial. For example, establishing a clear protocol for conflict resolution and ensuring it is followed in every situation would help maintain fairness and clarity.”

Feedback on working relationships

Positive feedback

• “Your efforts to strengthen our working relationships have created a more cohesive and supportive team environment. The monthly team outings you organize have built trust and camaraderie.”

Constructive feedback

• “While our working relationships are generally strong, more frequent one-on-one meetings could help us address any concerns more promptly and deepen our professional connections.”

Tips for delivering upward feedback to managers and supervisors

Be specific and objective

Provide concrete examples and facts to support your feedback. Avoid vague statements and focus on specific incidents or behaviors.

Use “I” statements

Frame your feedback from your perspective to avoid sounding accusatory. Use phrases like “I noticed” or “I feel” to express your observations and experiences. This helps to make the feedback more personal and less confrontational.

Focus on behaviors, not personalities

Address specific actions and behaviors rather than judge the person’s character. This approach makes the feedback more constructive and easier to act upon.

Balance positive and constructive feedback

Ensure that your feedback includes both positive observations and areas for improvement. This balanced approach helps to maintain a positive tone. It demonstrates that you recognize and appreciate the manager’s strengths as well as areas for development.

Be respectful and professional

Maintain a respectful and professional tone, even when providing critical feedback. This helps to foster a positive dialogue and ensures that the manager receives your input constructively. Avoid using harsh or emotionally charged language.

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