Upward feedback

In leadership development and management development, upward feedback (also known as manager feedback and subordinate appraisal) is a structured process of delivering feedback from subordinates to managers, intended to identify ways to increase management effectiveness and enhance organizational performance.
Basic idea: You are only as good a manager as your subordinate thinks you are.
Through the mechanism of "upward feedback," employees in an organization can influence the behaviour of managers. The feedback is intended create two-way communication between employees and managers that can assist in developing leadership skills.

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. It is not a classic appraisal, originally it is not designed to be tied to compensation. That is, the aim of upward feedback is to improve managerial effectiveness.
*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.
*Confidentiality - Raters and ratees must be confident in the anonymity. In order for upward feedback to be confidentially facilitated, it can be managed external to the organization.

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