Should you give your manager feedback? The case for upward feedback

As a working professional, you’ve most likely received some kind of feedback from a manager. It’s a cornerstone of workplace dynamics, with studies consistently highlighting the importance of meaningful manager feedback for individual growth, team cohesion, and overall performance. In fact, according to a Gallup study, 80% of employees who receive weekly, meaningful feedback report higher engagement.

But what about feedback in the other direction? Upward feedback, where employees share their insights with managers, has its own benefits. When implemented thoughtfully, it can improve team performance, strengthen relationships, and increase retention.

What is upward feedback?

In a less traditional model of review, upward feedback facilitates a two-way dialogue in which employees can share their thoughts and support their team’s growth and productivity. This type of feedback is crucial to a team and a business overall. It bridges the gap between lower-level, ‘front-line’ employees with higher-level management, fostering collaboration through which employees can share their experience to help decision-making and company strategy at the top.

When managers genuinely consider and act on upward feedback, employees feel more valued, leading to higher satisfaction, productivity, and retention. Career coach Deborah Brown-Volkman says that “teams with higher creativity, higher innovation, even safety … utilize this type of structure well.” The benefits of this feedback model go beyond individual growth—it enhances team dynamics and drives business success.

Why upward feedback matters

When employees share their perspectives with managers, it creates a feedback loop that drives engagement, boosts productivity, and fosters collaboration. Here’s how upward feedback can transform teams and elevate organizational success.

1. Employee engagement

Employees want their voices heard. Managers may not always be aware of the challenges their teams face or the changes that could enhance productivity. Upward feedback creates space for employees to share what’s working—and what’s not.

70% of employees say a manager can significantly impact how engaged their teams are. A manager who trusts and respects their employees’ feedback can increase the motivation of their employees, and contribute to the success of the team.

2. Diverse perspectives

Encouraging feedback from all employees promotes diversity of thought. Team members at different levels and from various backgrounds can provide unique insights into management styles and team dynamics. By promoting open and honest feedback from everyone in the company, the culture becomes one of open and forthright feedback, and can help a manager to understand how their leadership style looks from their employees’ point of view. This process not only supports team members but also helps managers develop professionally by offering perspectives they might not receive from peers or higher-ups.

3. Increased productivity

Engaged employees are productive employees. A Gallup study of over 500 teams found that teams with managers who received strengths feedback showed 12.5% greater productivity than teams with managers who received no feedback. Upward feedback can create a sense of collaboration, contribution, and ownership in the success of a team. Strong, constructive company communication is crucial to high performance, and if insight from employees is taken seriously, it can be utilized to conduct more successful practices.

4. Improved retention

Poor management is one of the top reasons employees leave their jobs. Studies show that 57% of employees have left a role due to their manager, while 41% have left because they felt unheard, and an additional 37% have left a job because they felt their feedback wasn’t being taken seriously. Upward feedback addresses these gaps by giving employees a platform to express their concerns, helping to improve relationships and reduce turnover.

Why your manager needs feedback too

There’s no question that any kind of constructive employee feedback is crucial to building a strong and successful company structure, and employees in various sectors express the desire for it. In a recent Zippa study, 65% of employees said they would like more feedback, and 98% of employees said they disengage from their work when they receive little or no feedback. Your boss is no exception. Though it can be awkward to tell your manager how you feel, be it positive or negative feedback, having open communication with a manager is crucial for everyone on the team, including them.

Oftentimes, a manager becomes a manager by being a standout individual employee and working their way up to a more senior position. Maybe as an entry-level employee, their manager didn’t encourage them to give upward feedback on their performance. Because they’re unfamiliar with the process, they may be less likely to implement this kind of professional ‘role reversal’ in the traditional sense. To some managers, receiving feedback may inspire some nervousness due to the fact that usually, feedback is given as a formal way to review performance, and is often tied to promotions and compensation.

Upward feedback doesn’t have to be formal, and the process can be as simple as incorporating it in casual weekly check-ins, assessing both employee performance and that of the manager. It can also be done anonymously, as this may allow employees to feel more comfortable critiquing their bosses. In either case, by creating open lines of communication between manager and team, and allowing for a constructive feedback loop, everyone can feel more able to give feedback and be more willing to accept it.

Tips to give your manager feedback

• Don’t wing it: Much like an interview, a one-on-one with your manager requires some preparation. Brown-Volkman says laying out your points beforehand and practicing them will help ease the nerves and allow you to be more confident when presenting them. “Write out what you want to say, practice it by yourself, and practice it with others.”
• Be specific: Feedback, especially criticism, is much harder to receive if it’s not specific, and speaking in generalities will not become an actionable item your manager can work on and improve. “Whether it’s a pattern of behavior you need to address with your manager or a specific incident,” Brown-Volkman says the key is to be specific. “And kind,” she adds. “Delivery is everything.”
• Don’t blindside them: “It’s fair to give your boss a heads-up,” says Brown-Volkman. “Say, ‘There’s something I would love to talk to you about.’ That sets them up to receive the feedback. People need to be ready and open to receiving feedback, or they won’t really hear anything you’re saying.” This also means avoiding giving direct feedback to your manager in a public setting like a team meeting. Setting up regular private one-on-one check-ins is a great way to set yourself up to give feedback too, as this can give you a pre-set platform to share.

The takeaway

Even though giving your manager feedback may be a nerve-wracking task, there are ways to make it a constructive conversation for both of you. “If you give feedback in a professional way, it will come across as professional,” Brown-Volkman says. It’s important for the entire team—in terms of productivity, overall happiness, and retention—that colleagues and managers can rely on each other to give open and honest feedback.

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