What is downward feedback?

Downward feedback is the process of providing feedback from a higher authority or management level to subordinates within an organization. This type of feedback typically involves managers or supervisors evaluating and communicating with their direct reports about their performance, behavior, and development.

For many organizations, downward feedback is the form of employee evaluations. This one-way feedback form typically happens at scheduled intervals (usually annually) and is often very formal. Managers assess and rate past employee performance and decide about promotions, compensation, or performance improvement plans.

What is the purpose of downward feedback?

The primary purpose of downward feedback is to provide employees with constructive insights from their supervisors or managers. This feedback aims to:

• Correct performance issues
• Reinforce positive behavior
• Guide employees toward achieving personal and organizational goals
• Clarify expectations
• Improving job performance
• Enhancing employee engagement and development

In a downward feedback review, managers typically cover a variety of topics to provide comprehensive and constructive feedback to their subordinates. Some common topics include:

• Achievement of goals: Discuss how well the employee has met their individual and team goals

• Quality of work: Evaluate the accuracy, thoroughness, and reliability of the employee’s work

• Productivity: Assess the employee’s efficiency and output relative to expectations

• Project performance: Review the employee’s contribution to specific projects or tasks

• Task completion: Assess the timeliness and quality of task completion

• Key strengths: Highlight the employee’s core strengths and areas where they consistently excel

• Recent accomplishments: Recognize specific achievements and contributions to the team or organization

• Skill gaps: Identify specific skills that need development or enhancement

• Performance Issues: Address any areas where the employee’s performance has been lacking or below expectations

Complimentary resources:

• 60+ Performance Review Questions for Your Next Evaluation
• How to Measure Employee Performance: Effective Tools and Techniques

How does downward feedback improve employee performance?

Downward feedback improves employee performance by identifying areas of strength and weakness, thus allowing employees to understand where they need to focus their efforts.

Clear, actionable feedback helps employees to make informed adjustments to their work habits and practices. It also provides a platform for recognizing and rewarding good performance, motivating employees to maintain or improve their productivity.

What is the impact of downward feedback on employee engagement?

Downward feedback positively impacts employee engagement through:

• Recognition: Acknowledging and rewarding employees’ efforts and achievements
• Growth opportunities: Providing clear pathways for professional development and career advancement
• Clarity: Offering clear expectations and goals, which help employees understand their roles and contributions
• Support: Demonstrating that the organization cares about employee development and success

Complimentary resources:

• Meaningful Employee Recognition Ideas to Boost Morale
• Reskilling and Upskilling Initiatives in Global Workforce Development

What are some best practices for delivering downward feedback?

Best practices for delivering downward feedback include:

• Timeliness: Provide feedback soon after the observed behavior to ensure it is relevant and fresh
• Specificity: Be clear and specific about what behaviors or actions need improvement or are being praised
• Balanced approach: Offer a mix of positive and constructive feedback to encourage and motivate employees
• Actionable insights: Give concrete suggestions on how employees can improve their performance
• Follow-up: Schedule follow-up meetings to review progress and provide additional guidance as needed
• Feedback about feedback: Ask direct reports if there are any areas where they would like more feedback—this will give you a chance to focus on the areas that are most important to them
• Follow up: Arrange a time to check in and see how the employees are progressing—this will show that you’re committed to helping them improve and value their development

Consult these examples for effective and motivational downward feedback:

• 360 Feedback Examples for Growth-Oriented Reviews
• Performance Feedback Examples for Varying Levels of Performance

How does downward feedback align with performance management systems?

Downward feedback is a key element of performance management systems. It provides input for performance appraisals, goal setting, and development plans. Regular downward feedback ensures continuous guidance and support, which is essential for effective performance management.

Downward Feedback in traditional performance management systems

• Downward feedback serves as a foundation for annual or semi-annual performance appraisals
• It helps make informed decisions regarding promotions, compensation adjustments, and other HR actions
• It helps in setting realistic and measurable goals for employees
• Managers can review progress towards these goals regularly, providing feedback on what is going well and what needs adjustment
• In case of performance issues, downward feedback is crucial for developing performance improvement plans
• It ensures that employees understand the specific areas where they need to improve and provides actionable steps to enhance their performance

Complimentary resources:

• How to Create an Effective Performance Management System in 12 Steps
• Performance Improvement Plan Template (Word)

Downward feedback in 360 feedback systems

• In a 360 feedback system, downward feedback is complemented by feedback from peers, subordinates, self-evaluations, and sometimes clients
• Incorporating feedback from various sources ensures that performance reviews are not solely based on the manager’s perspective
• The integration of downward feedback with peer and upward feedback helps in creating more effective development plans

Related concepts:

• 360-degree feedback: A comprehensive feedback system that includes input from peers, subordinates, and supervisors, alongside self-assessment
• Upward feedback: Feedback provided by employees to their supervisors or managers, often used to improve leadership effectiveness
• Peer feedback: Feedback exchanged among colleagues at the same hierarchical level, aiming to enhance teamwork and collaboration

Complimentary resources:

• 360 Feedback Questions to Measure and Improve Employee Performance
• How to Implement a 360-Degree Performance Appraisal in 15 Steps
• Competency-Based Performance Review Template

Downward feedback in competency-based performance appraisal systems

• Competency-based performance appraisals focus on evaluating employees against specific competencies required for their roles
• Through downward feedback, managers assess how well employees demonstrate these competencies in their day-to-day tasks
• Managers can provide detailed feedback on each competency, highlighting strengths and identifying areas for improvement
• Feedback on competencies allows for targeted development initiatives, ensuring that training and development efforts are aligned with the skills and behaviors needed for success
• Managers can recommend specific training programs, workshops, or mentorship opportunities based on the competencies that need improvement
• Competency-based systems ensure that employee performance is aligned with the strategic goals of the organization
• Downward feedback plays a crucial role in reinforcing the importance of these competencies and how they contribute to overall success

Complimentary resources:

• A Guide to Developing a Competency-Based Performance Management System
• How to Implement an Effective Competency-Based Performance Appraisal in Your Organization
• Competency Framework Template
• Competency-Based Performance Review Template

Streamline downward feedback (and more) with Deel Engage

Deel Engage massively enhances feedback processes by providing tools for:

• Collecting multi-source feedback—through self-evaluations, peer reviews, upward and downward feedback
• Automating performance review workflows—automatically adding employees according to criteria such as hire date or belonging to specific departments or groups
• Assessing the skills and competencies relevant to job performance
• Setting performance goals at individual, team, department, and organizational levels
• Streamlining notifications and reminders for all participants
• Identifying skill gaps and areas for improvement
• Creating training programs that address performance gaps with a wide range of learning resources
• Deel HR, our truly global HRIS solution, is always included for free.

Deel Engage ensures that performance measurement is fair, consistent, and aligned with organizational goals.

Request your free demo today to see how our solutions will help you build a high-performance workforce.