The effectiveness of feedback as a tool for assessing an employee’s performance and identifying areas for improvement is well established but there are many forms it can take.

While 360 degree feedback is generally regarded as the most effective in many situations, and is more well rounded than feedback collected from a single source, it’s not the only system that can be employed.

Another, less well known method is called upward feedback, a variation of the 360-degree feedback model.

Upward feedback focuses on managerial effectiveness and is based on the input of subordinates collected via anonymous surveys and questionnaires.

When employees are offered the opportunity to hold supervisors accountable, it can reflect the fact that the company sees continued personal and professional development as important.

Although feedback from subordinates can be difficult to receive, it is through these employee assessments that managers can identify areas to improve upon as leaders.

Employees are also much more likely to effectively receive feedback themselves as managers set an example by opening themselves up to critiques.

This method also has the potential to enhance job satisfaction as employees believe their input is valued. It can also help develop greater commitment to a company or organisation as employees feel their opinions help shape their work experience.

Of course, it’s also possible to customise the 360 feedback model to suit the individual needs of companies or other organisations to achieve these important benefits.