We’ve all heard the saying, “People don’t quit jobs, they quit their boss.” And it’s true. A Gallup survey revealed that 75 percent of professionals who recently resigned from a job cited their manager as the reason for their exit.
Enter upward feedback. This evaluation method allows the direct report to provide feedback to their manager. It requires a delicate approach but, when done correctly, improves leadership and employee engagement.
Upward feedback benefits
A typical evaluation for a manager focuses on the performance of their department. They might receive some coaching on how they lead but the higher-ups mostly care about the quantifiable results their team members deliver.
Making upward feedback part of the manager’s evaluation has many benefits, including improving their team’s performance. Here's how you can encourage managers to ask for upward feedback.
Better manager performance
The best leaders genuinely care about being a good boss. They understand their management style impacts the experiences their direct reports have at work.
But even managers with the best intentions have flaws they’re not aware of. And the people who can help them understand where they can grow as a boss are the ones who work for them every day.
Stronger leadership
One of the most overlooked benefits of any type of performance review is its power to influence behavior. When people know they’ll be assessed on certain factors, they keep them in mind as they go about their work.
Involving direct reports in the review process encourages leaders to look inward and consider if they’re the type of boss they would want to work for. They think beyond results and strive to lead with empathy and awareness.
Improved team morale
Most unhappy professionals keep their grievances to themselves until they eventually decide to move onto the next opportunity. They feel sharing their thoughts about their manager will do more harm than good.
Giving them a medium to speak up—in a healthy and constructive manner—is an excellent way to improve morale. It shows your organization and their manager cares about them having a positive work experience.
Increased team performance
Employee satisfaction is a major driver of productivity. And how an employee feels about their job is highly dependent on their relationship with their manager.
Engaged employees go the extra mile because they know their hard work is appreciated and doesn’t go unnoticed.
The purpose of performance reviews is to encourage employees to make strides in all areas of their jobs. When done correctly, upward feedback is an excellent way to help managers get even better at leading their teams. Other ways to reinvent performance reviews are by combining 1:1s, continous feedback, and 360s.
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