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About Us
| | Employees
Upward
Feedback Teams
Culture/Change Customers
Example Survey
Upward Feedback Systems
Aligning Managerial
Behavior with Business Strategy
Upward feedback consists of gathering employee perceptions of the manager's
performance and providing them to the manager for developmental purposes. When
done appropriately, this can have powerful effects on managers who are
interested in improving their managerial and leadership effectiveness.
Our Methodology
- We attempt to measure the perceptions of ALL available employees directly
reporting to the manager(s) being rated rather than some predetermined,
limited number of employees. Note: Participation by employees is
voluntary.
- We gather than self-perceptions of the manager being rated.
- We gather the perceptions of the boss of the manager being rated.
- We work in partnership with our clients to custom-design an upward feedback
or 360-degree feedback system that incorporates issues unique to their
respective situations. However, we begin with an empirically-tested,
management-validated conceptual model of managerial competencies and related
organizational performance outcomes. In other words, we not only
measure aspects of managerial performance but also related aspects of the work
climate or unit performance, so that we can show managers the link between their
behaviors and important work unit outcomes.
- While we can make available lengthy surveys and reports, we typically
advocate a more succinct approach. Statistical analyses of upward
feedback items suggest that when employees rate their bosses, they are
essentially responding to two different themes, on which we prefer to focus:
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The first, which we call strategic
leadership
metricssm
(i.e., being a
manager), involves the manager's ability to set direction and
priorities, get things done in the organization, fight the right battles,
and accomplish objectives.
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The second, which we label development leadership
metricssm
(i.e., being a
leader/coach), involves the extent to which the employee sees the manager as
"being on my side" by such behaviors as providing feedback,
standing behind them when they fail, and encouraging their career and
professional development.
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Participation is voluntary
(self-help) and either administered for individuals or for a group of
managers.
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Participation is mandatory/required
of all managers in an organizational unit.
We provide written feedback on individual
managers ONLY to the individual manager being rated (until the second or
third administration, when we may provide HR or senior line managers with
copies of the reports, but only when all parties know of this plan in
advance).
We meet with each manager being rated privately
to review the results and develop a preliminary action plan.
Alternatively, we may train client HR officials to deliver the
feedback, if the managers being rated were aware of this process prior to
the onset of the survey administration. WE WILL NOT MAIL REPORTS
DIRECTLY TO MANAGERS OR PARTICIPATE IN A PROCESS THAT DOES NOT INCLUDE A
DEFINITIVE, EXPLICIT PROTOCOL FOR FEEDBACK DELIVERY.
We offer written summary/aggregated reports
for HR and/or line management.
We offer summary reports or presentations
to all participants (including employees doing the rating).
We offer summary reports and action items for
HR officials.
Why Outsource Upward Feedback?
Both HR managers organizational scientists have found that in order for
upward feedback to work, the "raters" must be confident in the
anonymity of their responses. Similarly, the system needs to ensure the
"ratees" that the resulting ratings and reports will be
confidential. Thus, it is appropriate that the process
of data collection and analysis and result-reporting by managed external to the
organization.
Good and Bad News About Upward Feedback
The good news about well-executed upward feedback systems is that one-third
of the participating managers will get a little better, and another third will
get considerably more effective in their managerial and leadership
roles. The bad news about even the best-executed upward feedback systems
is that one-third will be defensive, dismiss the data, and resist change --
even when confronted with overwhelming data! Indeed, the rich get
richer, and the poor get poorer.
Upward Feedback by DrSurvey
Because we measure perceptions of all subordinate employees (vs. a few) on
both managerial effectiveness and other organization-relevant issues, we can
paint a very clear picture of what matters to managers needing
development.
For more information:
or call us at: (504) 231-8239
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