Upward Feedback: How to Evaluate Your Manager
30 upward feedback questions to evaluate your manager, plus how to frame constructive criticism that actually improves your working relationship.
Your manager just asked you to complete an upward feedback survey. Now you’re staring at a form wondering what to say, how honest to be, and whether this will actually change anything.
Upward feedback works when employees take it seriously and managers act on it. Research shows that managers who receive upward feedback and discuss it with their teams improve significantly more than those who don’t. This guide covers the questions worth asking and how to frame feedback that leads to real change.
Why upward feedback matters
Upward feedback gives managers visibility into their blind spots. Gallup research found that managers account for 70% of the variance in team engagement, yet most managers receive limited feedback on their leadership effectiveness. Direct reports see behaviors that skip-level managers and peers never observe.
The impact is measurable. But the feedback has to be specific and actionable. Vague praise or criticism doesn’t help anyone.
Communication and clarity questions
Unclear communication from managers creates confusion, duplicated work, and missed deadlines. These questions surface whether your manager sets clear expectations and keeps you informed.
Questions to answer:
- Does your manager give you clear direction on priorities and expectations?
- When priorities shift, how effectively does your manager communicate the change and reasoning?
- Do you understand how your work connects to team and company goals?
- Does your manager provide enough context for you to make good decisions independently?
- How well does your manager communicate important information that affects your work?
How to answer: Be specific. Instead of “communication could be better,” describe a recent situation: “During the Q4 planning process, I wasn’t sure which deliverables were highest priority until the deadline had passed.”
Support and development questions
Good managers help their reports grow. These questions reveal whether your manager invests in your development or just assigns work.
Questions to answer:
- Does your manager help you identify growth opportunities and stretch assignments?
- When you bring a problem to your manager, how helpful is their response?
- Does your manager give you regular feedback on your performance, not just during formal reviews?
- Do you feel supported in pursuing your career goals?
- Does your manager remove obstacles that block your work?
How to answer: Think about specific instances where you needed support. Did your manager help you navigate a difficult stakeholder situation? Did they advocate for you during promotion discussions? Concrete examples carry more weight than general impressions.
Recognition and feedback questions
Research from Quantum Workplace shows that just 48% of employees feel they receive the right amount of feedback. These questions assess whether your manager recognizes contributions and provides useful input.
Questions to answer:
- Does your manager recognize your contributions and successes?
- When your manager gives feedback, is it specific enough to act on?
- Does your manager acknowledge the team’s work to leadership and other departments?
- How comfortable do you feel sharing mistakes or concerns with your manager?
- Does your manager balance positive feedback with constructive criticism?
How to answer: Avoid extremes. “My manager never recognizes my work” is less useful than “I’d appreciate more visibility into how my projects are perceived by leadership.”
Trust and psychological safety questions
Psychological safety determines whether you can take risks, ask questions, and admit mistakes without fear. These questions reveal whether your manager creates that environment.
Questions to answer:
- Does your manager create an environment where you feel comfortable sharing concerns or mistakes?
- When you disagree with a decision, can you voice your opinion without negative consequences?
- Does your manager treat everyone on the team fairly?
- Do you trust your manager to advocate for you?
- How does your manager handle conflict within the team?
How to answer: Focus on patterns, not isolated incidents. One awkward moment doesn’t mean psychological safety is broken. But if you consistently avoid bringing up concerns because of how they’ll be received, that’s worth naming.
Decision-making and autonomy questions
Micromanagement kills engagement. These questions assess whether your manager gives you appropriate autonomy while staying available when needed.
Questions to answer:
- Does your manager give you enough autonomy to do your job effectively?
- When you make decisions within your scope, does your manager support them?
- Does your manager involve the team in decisions that affect your work?
- How available is your manager when you need guidance?
- Does your manager delegate meaningful work, or only routine tasks?
How to answer: Distinguish between appropriate oversight and micromanagement. A manager checking in on a high-stakes project isn’t necessarily micromanaging. But requiring approval for routine decisions suggests a trust gap.
Work-life balance and wellbeing questions
Manager support for work-life balance directly affects retention and burnout. These questions surface whether your manager respects boundaries and models sustainable work habits.
Questions to answer:
- Does your manager support maintaining a healthy work-life balance?
- How does your manager respond when workloads become unsustainable?
- Does your manager model healthy work habits?
- Do you feel pressure to be available outside of working hours?
How to answer: Be honest about the team culture your manager creates. If late-night Slack messages are the norm, that’s useful feedback. If your manager explicitly protects your time, acknowledge it.
How to frame constructive feedback
The difference between useful feedback and a complaint is specificity and framing. Here’s how to deliver constructive upward feedback:
Focus on impact, not intent. Don’t assume your manager meant to create a problem. Describe what happened and how it affected your work. “When meeting agendas change last-minute, I struggle to prepare effectively” is better than “You never plan meetings properly.”
Use recent examples. Feedback about something that happened six months ago feels like you’ve been holding a grudge. Reference situations from the past few weeks or months.
Offer suggestions. Feedback is more actionable when paired with a potential solution. “Weekly priority updates would help me manage my workload more effectively” gives your manager something concrete to try.
Be direct. Softening feedback so much that it loses meaning doesn’t help anyone. You can be professional and direct at the same time.
Making upward feedback count
Filling out an upward feedback survey takes time. Make it worthwhile by being specific and honest. Generic responses like “everything is fine” or vague complaints like “communication needs work” don’t give your manager anything to improve.
If your organization uses conversational feedback tools like Windmill, the process feels less formal. Instead of staring at a survey form, you respond to targeted questions in Slack. The conversational format tends to surface more specific, candid responses because it feels less like an evaluation.
Whatever the format, upward feedback is one of the few chances you have to shape your working relationship with your manager. Take it seriously, and the best managers will do the same with your input.
Frequently Asked Questions
What is upward feedback?
Upward feedback is when employees provide performance feedback to their managers, typically as part of 360-degree reviews or engagement surveys. It gives managers visibility into how their leadership style, communication, and support are perceived by their direct reports.
What are good upward feedback questions to ask?
Good upward feedback questions focus on specific behaviors rather than personality traits. Ask about communication clarity, support for career development, recognition practices, and how your manager handles conflict or change. Questions like 'Does your manager give you clear direction on priorities?' surface actionable insights.
How do I give constructive feedback to my manager?
Focus on specific behaviors and their impact, not personality judgments. Use examples from recent situations. Frame feedback around what would help you do better work, not complaints. Be direct but professional, and offer suggestions rather than just criticism.
Should upward feedback be anonymous?
Anonymous upward feedback typically produces more honest responses, especially for critical feedback. Employees are unlikely to critique their manager's communication habits or leadership style if their name is attached. Most 360 feedback systems anonymize responses from direct reports.