What is Upward Feedback?

Upward feedback is the process of employees providing structured input on their manager's performance. It reverses the traditional feedback direction — flowing from direct reports to their leader rather than the other way around. Upward feedback typically covers areas like communication clarity, support for development, fairness, accessibility, ability to inspire, recognition practices, and how effectively the manager removes obstacles.

Upward feedback can be collected through anonymous surveys, as part of a 360-degree review process, or through facilitated team feedback sessions. Anonymity is critical because employees often fear retaliation for honest criticism of their boss, especially in hierarchical cultures. When anonymity is guaranteed and the organization demonstrates that upward feedback leads to genuine managerial development (rather than punishment), participation and candor increase significantly.

The value of upward feedback extends beyond individual manager development. When aggregated across the organization, upward feedback data reveals systemic leadership strengths and gaps, informs manager training programs, and helps identify leaders who may be delivering results while damaging team health. This "how" versus "what" distinction is essential — a manager who hits targets while burning out their team creates a hidden cost that only upward feedback can surface.

Manager quality is the single largest factor in employee engagement and retention — Gallup estimates that managers account for 70% of the variance in team engagement scores. Without upward feedback, organizations have no systematic way to assess and improve management quality. Upward feedback closes this blind spot by giving employees a voice in evaluating their most important workplace relationship and giving managers concrete development insight.