Upward Feedback Questions: Improve Your Reviews and Management Skills

As organizations have adopted more progressive feedback systems, upward feedback has emerged as a powerful tool for improving managerial effectiveness and fostering better employee relationships. But what exactly is upward feedback, and how can it help shape a more positive and productive work environment? 

In this article, we’ll explore how upward feedback questions can enhance performance reviews, support managerial development, and create a culture of transparency and growth within your organization.

What is an Upward Review?

An upward review is a type of feedback that allows employees to provide constructive insights into their manager’s performance. 

This form of feedback is often part of a 360-degree feedback process, where input is gathered from peers, subordinates, and managers alike. In the case of upward reviews, it’s the employees who are given the opportunity to assess their managers, offering valuable perspectives on leadership style, communication, and support.

The process can be managed by your performance management tool in some cases, providing targeted feedback by team and department. 

Benefits of Upward Reviews

• Enhancing Transparency: Upward reviews foster transparency by encouraging open dialogue between managers and their teams, helping to break down hierarchical barriers.
• Improving Manager-Employee Relationships: By soliciting feedback, managers show that they value employee opinions and are committed to improving their leadership skills, which strengthens the relationship and builds trust.
• Fostering Continuous Improvement: These reviews provide managers with actionable insights that can drive their professional development, helping them continuously improve their management style and effectiveness.

Moreover, it’s about identifying problems within the organization. It’s the old iceberg theory from the illustration below detailing who knows what’s going on within the company.

This is sometimes called the “Iceberg of Ignorance,” often attributed to the consultant Sidney Yoshida who was looking at mid-sized organizations when conducting the analysis, but the analogy tends to hold true in businesses of any size.

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Why Use Upward Feedback Questions?

Upward feedback is not just about giving employees a voice, it’s about improving management processes and organizational culture.

Impact on organizational culture and employee retention

Organizations that regularly seek feedback from employees (especially upward feedback) demonstrate a commitment to employee engagement and continuous improvement. According to a study from Achievers, 90% of employees say they’re more likely to stay with an organization that accepts and acts on their feedback. 

Improving manager performance

Upward feedback provides managers with direct insights into how their leadership is perceived by their team. This feedback plays an important part in identifying areas for improvement, such as communication gaps, decision-making processes, or conflict management. 

By understanding how their team sees them, managers can adjust their approach to enhance performance and address potential issues.

Positive influence on team dynamics

When managers adjust based on feedback, it can improve team cohesion, reduce conflicts, and foster a more supportive environment. Consistently asking for feedback can create a more open environment, where issues are addressed before they turn into major performance inhibitors.

What do we mean by consistent you ask? In analysis of how often employers ask for feedback, an AllVoices’ survey of 817 employees revealed the following:

• 23.7% ask for feedback once per month.
• 23.5% ask once per quarter.
• 20.3% ask weekly.
• 19.3% ask once per year.
• 13.1% never ask for employee feedback.

Upward Feedback Questions

The key to effective upward feedback lies in asking the right questions. The best upward feedback questions should be clear, relevant, and actionable, encouraging constructive criticism that managers can use for personal and professional growth. 

Here are some suggested categories of questions that focus on leadership, career development, and team collaboration.

Feedback on management style

These questions focus on understanding how employees perceive a manager's leadership approach and how it affects team dynamics. The goal is to uncover insights into areas such as decision-making, adaptability, and communication.

• "How would you describe my communication style?"
• "How well do I provide clear direction and support for your tasks?"
• "Do you feel that I am approachable when you have concerns?"
• "How do I handle decision-making? Do you feel included in the process?"
• "How well do I adapt to changes in project direction or company goals?"

By addressing these questions, managers can gain valuable insights into their communication style, leadership approach, and ability to make decisions, helping them become more effective and responsive leaders.

Feedback on career development

Questions in this category help managers understand how well they are supporting the professional growth of their employees, offering insights into training, skill development, and career progression.

• "Do I encourage your career development effectively?"
• "What could I do differently to support your professional growth?"
• "How often do I provide you with opportunities to learn new skills?"
• "Do you feel I give you regular, constructive feedback on your performance?"
• "How do I help you set and achieve your career goals?"

These questions are designed to assess how well a manager is supporting their team’s aspirations and whether they are fostering an environment conducive to growth and development. 

A focus on career development can improve retention, as employees feel more invested in the company's success when they see opportunities for growth.

Feedback on team collaboration

Questions about team collaboration focus on how well a manager fosters a collaborative environment and addresses issues like conflict resolution, teamwork, and inclusivity.

• "How well do I encourage collaboration within the team?"
• "Is there anything I could do to improve team dynamics?"
• "How do I handle conflicts within the team, and is there room for improvement?"
• "Do I effectively recognize and address individual contributions to team projects?"
• "How do I encourage diverse perspectives and inclusivity in team discussions?"

These questions aim to uncover how a manager supports teamwork and fosters an inclusive, collaborative environment. Effective collaboration drives higher productivity and enhances overall team morale, making it a key area for improvement in any leadership strategy.

Sample Performance Review Template with Upward Feedback Questions

To make upward feedback more structured and actionable, we’ve created a performance review template that includes sections for upward feedback, categorized by key themes like communication, support, and career development. 

This template helps facilitate open, honest feedback during review sessions, guiding managers through the process of gathering insights for personal growth.

The template can be easily downloaded and customized based on your company’s specific goals and feedback needs. Incorporating upward feedback into performance reviews encourages a culture of open communication, ultimately benefiting both employees and managers.