Upward Feedback: How to Ask Your Team About Your Management
Upward feedback is feedback from direct reports to their manager. It is the view a manager hears least often, because people rarely tell their boss what they find hard to work with. Done well, it shows a manager what the team actually experiences: how clear the priorities are, how decisions are made, whether people feel supported and heard. This guide covers when to use it, questions to ask, example comments, how to protect anonymity and how to act on what you hear.
What upward feedback is (and how it differs from a 360)
In upward feedback only the people a manager leads answer. In a 360, the manager's own manager, peers and the manager themselves answer too, so you can compare views. Many organisations start with upward feedback for new managers and move to a full 360 once people are used to it.
Either way, the value comes from comparing what the manager believes with what the team reports. The largest gaps are usually the most useful starting points.
When to ask for it
- Three to six months after someone becomes a manager, once the team has seen enough to answer.
- Before the year-end review, so the manager's own review includes the team's view.
- After a reorganisation, a new joiner wave or a difficult project.
- Once or twice a year as a habit, using the same questions so progress is visible.
12 upward feedback questions
- My manager makes our priorities clear.
- My manager explains the reasons behind decisions that affect my work.
- I get feedback on my work often enough to improve.
- My manager recognises good work, specifically and in time.
- I can raise a problem or disagree without worrying about the consequences.
- My manager is available when I need help.
- My manager lets me decide how to do my work.
- My manager supports my development and talks with me about my career.
- My manager treats everyone in the team fairly.
- My manager keeps commitments made to the team.
- Open question: what should my manager keep doing?
- Open question: what one change would help you do your best work?
Example comments from direct reports
Clarity
Our weekly priorities are clear, but when plans change mid-week we often hear about it late. A short message on the team channel when priorities change would save rework.
Recognition
You thank people in the team meeting, which we appreciate. It would mean more if you said what exactly worked, for example how the client handover was organised.
Delegation
You often step in and finish tasks yourself when deadlines are close. I would learn more if you told me earlier what worries you and let me fix it.
Psychological safety
When someone raises a concern in a meeting, the discussion sometimes moves on quickly. Asking 'what makes you say that?' would make people more willing to speak up.
Development
Our one-to-ones focus on current tasks. Once a quarter I would like to talk about what I want to learn next and which projects could help.
How to keep it anonymous and honest
- Use a tool where people answer by link without logging in, and where answers are combined before the manager sees them.
- Only show results when at least three people have answered, so no one can be identified.
- Tell the team in advance what the questions are, who sees the results and what will happen next.
- Keep it short: 10 to 15 statements and two open questions are enough.
- Never try to guess who wrote a comment. If people suspect it, honest answers stop.
What to do with the answers
Thank the team, share two or three things you heard, and say which one you will work on first. Pick one behaviour, not five, and ask the team to tell you when they notice a change.
Repeat the same questions after six months. A team that sees its feedback lead to change answers more honestly the next time.
More example comments for your manager · 360 feedback questions for managers · How to read a 360 report
Run upward feedback or a full 360 with AI360Feedback
With AI360Feedback, a manager can run a free 360 on themselves: a self-assessment, a link to share with the team, anonymous answers and an AI report that compares the manager's view with the team's. HR teams and coaches can use AI360Feedback PRO to run it for several managers, with results by group (manager, direct reports, peers) shown only from three answers per group.
Frequently asked questions
What is upward feedback?
Feedback that direct reports give to their manager about how they are managed: clarity, support, fairness, recognition and development.
Should upward feedback be anonymous?
Yes in most teams. People are far more honest when answers are combined and shown only once at least three people have answered.
How many people are needed for upward feedback?
At least three direct reports, so no single answer can be identified. With fewer, ask the manager's peers or run a full 360 instead.
What is the difference between upward feedback and a 360?
Upward feedback comes only from direct reports. A 360 also includes the manager's own manager, peers and a self-assessment, so the views can be compared.
Find out how your team sees you
Rate yourself, share one link with your team, and get an AI report on where your view and theirs differ. Free, and reviewers answer anonymously without an account.
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