What is upward feedback

Upward feedback is a process by which employees provide feedback to their supervisors or managers about their performance, leadership style, and areas for improvement. This feedback mechanism helps create a more open, communicative, and effective workplace environment.

What is the purpose of upward feedback?

The purpose of upward feedback is to gather insights from employees about their supervisors’ management and leadership effectiveness.

This feedback helps managers understand their strengths and areas for improvement, fostering a culture of continuous improvement and better communication within the organization. It can also help identify employees’ issues or concerns, promoting a more transparent and supportive work environment.

What is the difference between upward feedback and 360-degree feedback?

The main difference between upward feedback and 360-degree feedback lies in the scope of feedback sources:

Upward feedback: Focuses specifically on feedback from employees to their supervisors or managers.

360-fegree feedback: Involves feedback from multiple sources, including peers, subordinates, supervisors, and sometimes external stakeholders, providing a comprehensive view of an individual's performance and behavior.

In a nutshell, while upward feedback is a component of 360-degree feedback, the latter offers a broader and more holistic assessment of an individual’s performance.

Complimentary resource: How to Implement a 360-Degree Performance Appraisal in 15 Steps

How can companies collect upward feedback from direct reports?

Companies can collect upward feedback from employees through various methods, including:

• Stand-alone surveys and questionnaires: Use standardized surveys and questionnaires to collect feedback from employees
• 360-degree feedback: Incorporate upward feedback as part of a comprehensive 360-degree feedback system
• Feedback scores: Assign scores to different aspects of leadership and management based on employee responses

Complimentary resources:

• 40+ Essential Upward Feedback Questions: Enable Managerial Excellence
• 360 Feedback Questions for Leadership: Evaluate and Nurture Leaders

What are the best practices for implementing an upward feedback system?

Use these best practices for a successful upward feedback implementation in your organization:

• Anonymity: Consider making feedback anonymous to encourage honest responses
• Regularity: Conduct feedback sessions regularly, such as quarterly or bi-annually, to maintain continuous improvement
• Clear guidelines: Provide clear guidelines on how to give constructive feedback
• Training: Offer training for both employees and managers on how to give and receive feedback effectively
• Actionable insights: Focus on actionable insights that can lead to tangible improvements
• Follow-up: Ensure there is a follow-up process to address the feedback and implement changes

Complimentary resource: 50+ Upward Feedback Examples to Foster Leadership Growth—Share these examples with your reviewers

How can managers effectively respond to upward feedback?

Managers can effectively respond to upward feedback by:

• Listening actively: Actively listening to the feedback without becoming defensive
• Reflecting on the feedback: Reflecting on the feedback to understand the underlying issues and areas for improvement
• Taking action: Developing and implementing action plans to address the feedback and make necessary changes
• Communicating changes: Communicating any changes or improvements made in response to the feedback to demonstrate that it is valued and acted upon
• Seeking continuous improvement: Continuously seeking feedback and making adjustments to improve leadership and management practices

What are the benefits of upward feedback in the workplace?

It contributes to leadership development

Upward feedback contributes to leadership development by providing managers with direct insights into how their team members perceive their leadership style and actions.

This feedback helps managers identify their strengths and areas for improvement, enabling them to develop more effective leadership skills.

By addressing the feedback and making necessary changes, managers can enhance their ability to lead and support their teams, ultimately contributing to growth and development.

Complimentary resource: Leadership competency framework template—This free resource includes 25 leadership competencies, hundreds of behavioral indicators, and performance metrics to empower your leaders.

It enhances employee engagement and morale

Upward feedback enhances employee engagement and morale by creating an environment where team members feel valued and heard. When employees have the opportunity to provide feedback to their managers, they are more likely to think that their opinions matter and that they have a stake in the organization’s success.

This sense of involvement and recognition can lead to higher job satisfaction, increased motivation, and a stronger commitment to the organization’s goals.

It improves organizational communication and collaboration

Upward feedback improves organizational communication and collaboration by promoting open and honest dialogue between employees and management. This feedback mechanism encourages transparency and helps break down communication barriers, leading to a more collaborative and cohesive workplace.

By addressing concerns and suggestions from their team, managers can create a more inclusive environment where ideas flow freely and strengthen teamwork. This, in turn, enhances overall organizational effectiveness and innovation.

Collect upward feedback in just a few clicks with Deel Engage

Incorporating thoughtful upward feedback questions into performance review cycles can significantly enhance managerial performance and overall organizational success.

To increase efficiency, automate your peer review cycles. Here is how Deel Engage will help you:

• Deel Engage’s 360 feedback software makes it incredibly easy to create comprehensive feedback cycles
• The platform is intuitive and flexible—you can decide whether the feedback is anonymous and set up automated feedback cycles for new hires
• With learning scientists on board to support implementation with best practices, you can be confident that you’re getting the most out of the tool

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build a high-performance workforce.