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Because of the complexity of this process, there are a number of important factors, including:
  • Top-level support - Upper management generally provides visible support for the process, communicating its importance to managers and employees.

  • Clear purpose - Upward feedback is usually positioned as ''developmental''. That is, the aim of upward feedback is to improve managerial effectiveness. Typically, it is not directly tied to compensation.

  • Training - Upward feedback is most effective when embedded in a leadership/management development program.

  • Backend support - Once managers get their feedback report, follow-up support is usually available for report interpretation, action planning, and follow through.



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