Feedback for managers matters – here’s how to get it right

When we think about feedback in the workplace, we tend to think of managers as the ones who provide it – it’s less often that we think about them receiving feedback.

Yet thoughtful, honest, and frequent feedback can help managers become better leaders. Much like in any other role, hearing other people’s comments, opinions, and observations is one of the best ways for managers to understand what they’re doing well and where they can improve. Even better, their development has a trickle-down effect. Culture Amp research shows that employees under a high-performing leader are 4.5x more likely to be high-performing themselves.

As important as it is, you may be unsure how to provide feedback to your managers. If you’re a leader, you want to deliver constructive guidance without undermining the manager’s confidence or trust. And, if you’re a direct report, offering upward feedback may feel intimidating and potentially even detrimental to your relationship with your boss.

This guide is here to help. We’ll cover the ins and outs of constructive feedback for managers, along with plenty of manager feedback examples and best practices to help you provide clear and actionable insights – regardless of where you sit on the org chart.

Why is feedback for managers important?

Managers aren’t perfect, and thoughtful feedback – whether from direct reports, peers, or senior leaders – helps them strengthen their approach. Put simply, when you give feedback to managers, you improve not only their individual performance but also the performance of their team and the organization as a whole.

• It pinpoints areas for improvement: Feedback is crucial for growth. Other people’s observations highlight blind spots or development opportunities that managers might not see on their own. According to Culture Amp research, ongoing feedback is key to supporting high performance. That fact doesn’t just hold water for employees – it matters for managers too.
• Feedback helps them become more effective leaders: Different team members thrive under different management styles. Receiving feedback from multiple sources gives managers insights into how to best motivate and support everyone on their teams. So, it’s little surprise that high-performing teams consistently engage in open, ongoing conversations – and that those conversations don’t just flow one way.
• Feedback supports career growth for managers and employees: Hearing thoughtful observations, compliments, and criticisms helps managers improve their leadership skills while also supporting employees’ growth. Acting on insights from others means they’re better equipped to guide their teams, assign meaningful projects, and create development opportunities. And employees take notice. Culture Amp research shows that high-performing employees are 12% more likely to feel their manager gives them useful feedback than their low-performing counterparts.
• It boosts team performance and engagement: Teams led by managers who listen to feedback tend to be more engaged, productive, and loyal. Employees on these teams are more likely to feel supported and recognized, which improves retention and overall performance. Better feedback leads to better leadership, which leads to better team outcomes.

What is 360 feedback for managers?

360-degree feedback is a structured process in which managers receive input from a variety of sources.

This type of feedback is typically for developmental purposes. By gathering perspectives from multiple angles, managers get a more complete picture of their performance and leadership. This helps them identify blind spots, continue (or expand on) positive behaviors, understand how their actions impact the team and organization, and become more effective leaders. 360-degree feedback can come from:

• Direct reports (known as upward feedback)
• Peers and colleagues
• Senior leaders
• Clients and customers
• Self-assessments

Using a targeted survey, this approach captures insights that managers or single feedback sources might miss on their own, giving managers a stronger understanding of how they can better support their team.

What is upward feedback?

Upward feedback is one piece of 360-degree feedback, named because it’s given by employees to an individual higher up in the workplace hierarchy (in this case, a manager). This feedback can come from a designated survey focused on manager development (what we call a 180 survey here at Culture Amp), as part of 360 feedback, or even in a 1-on-1 conversation.

Managers have the largest impact on their direct reports’ day-to-day experiences, which means their subordinates are in a good position to assess their performance, management, and leadership skills.

While upward feedback can be given or requested at any time of year, it’s often included in performance appraisals, especially as part of 360-degree feedback, to help provide a more holistic view of a manager’s performance. Like any type of constructive feedback, upward feedback can help managers identify strengths, understand where they can improve the employee experience, and become better team leaders.

Best practices for giving feedback to managers

Whether you’re providing upward feedback as a direct report, coaching a manager from above, or giving feedback laterally as a peer, approach the conversation thoughtfully. Here are a few best practices to give clear, constructive, and actionable feedback.

1. Choose the right environment

Timing and context matter. Feedback – especially constructive feedback – is best shared in a private, distraction-free setting. 1-on-1 meetings work far better than an impromptu conversation by the coffee machine or during a department meeting. Choosing the right environment increases the likelihood that your feedback will be heard and acted on.

2. Maintain a respectful and professional tone

Feedback can stir emotions, but staying objective and professional keeps the conversation productive. In most cases, you don’t need to jump in immediately. Take time to reflect, gather your thoughts, and approach the conversation calmly.

3. Get specific

Effective feedback doesn’t leave managers guessing – it gives them the clarity they need to recognize the behavior and make a change. The SBI model helps you deliver clear, specific feedback by explaining the:

• Situation: Describe the situation, offering specifics about when and where it occurred.
• Behavior: Describe the observable behavior. Don’t assume you know what the other person was thinking.
• Impact: Describe what you thought or felt in reaction to the behavior.

Following this approach ensures your feedback is as helpful as possible, while avoiding generalities, “I heard…” statements, or blame-placing language.

4. Focus on the future

Discuss the next steps or potential changes to keep the feedback solution-oriented. Future-focused feedback emphasizes growth and improvement rather than dwelling on past mistakes. Leaders and direct reports alike can frame feedback this way to encourage practical, actionable outcomes.

5. Follow up

Giving feedback isn’t a one-time event. Establish regular check-ins or revisit key points during 1-on-1s to track progress. Following up signals that the feedback is important and encourages managers to implement meaningful changes over time.

If you’re a manager or senior leader providing feedback to other leaders, Culture Amp’s AI Coach can help you craft your messages and role-play the conversations in advance. This AI tool uses people science and workplace research to offer practical suggestions for phrasing, staying constructive and solution-focused, and building your confidence before you deliver feedback in real situations.

Examples of feedback for managers

When giving feedback to anyone – managers included – you’ll want to share your thoughts in a detailed, objective, and future-focused way.

The SBI model will help you accomplish this, but it’s also smart to propose next steps. What could the person do to improve this behavior or prevent a similar situation from happening again? Here are a few examples of effective and helpful manager feedback.

Areas of improvement for the manager: Feedback examples

From an employee:

If you’re stuck on what to tell your manager to improve on, examples like these can help you offer feedback that helps them grow – while showing respect for their authority and expertise.

• “I wanted to talk to you about Project X. I’ve been hearing conflicting instructions from you and other stakeholders, which has slowed progress and caused some frustration on the team. Could we clarify the priorities so I can move forward effectively?”
• “While I appreciate that you’re giving me new projects, I’m feeling stretched thin. Could we revisit my workload and discuss which projects are the top priority?”

From a leader:

Even leaders can feel nervous about giving constructive feedback. Focusing on specific behaviors and outcomes can help you encourage improvement without undermining confidence or self-esteem.

• “I’ve noticed some of your team meetings have run over or felt rushed. Providing a clear agenda ahead of time and sticking to time limits could help the team participate more fully and stay on track.”
• “During the most recent campaign, some responsibilities weren’t clearly assigned, which caused delays. Sharing explicit ownership of tasks with the team could improve efficiency and accountability.”

Positive feedback for manager: Feedback examples

Feedback isn’t just about improving – it’s also about recognizing a job well done. What are some examples of positive feedback for managers? Here’s a closer look.

From an employee:

You appreciate when your boss celebrates your achievements – and they’ll feel the same way about you. Calling out behaviors and attributes you admire or appreciate can reinforce those habits and strengthen your relationship with your manager.

• “I want to thank you for always raising awareness of my work. It makes me feel recognized and valued.”
• “Your clear agendas during team meetings really help keep us focused and productive. I appreciate the effort you put into organizing these sessions.”

From a leader:

Recognition from company leadership holds a lot of weight, with 37% of employees saying they value this type of acknowledgement the most – even ahead of compliments from their direct supervisors. When senior-level leaders take the time to offer praise, it increases motivation and morale among managers.

• “I’ve noticed that you consistently highlight your team’s successes in leadership meetings. This recognition helps motivate your team and demonstrates strong leadership.”
• “You’ve done a great job mentoring newer managers on your team. Your guidance is helping them develop quickly and confidently.”

Upward feedback examples

Figuring out how to give feedback to your boss may feel tricky, but the following examples show you how to offer your manager valuable insights – without feeling like you’re putting your job on the line.

When you’re offering feedback unprompted:

There will likely be times when you need to offer an opinion or perspective, even if your manager didn’t explicitly ask for your feedback. In those cases, start with something specific you’ve noticed or experienced to contextualize your feedback and avoid sounding confrontational.

• “I appreciate the hard work you put in with late nights, but some team members feel pressure to do the same. Could we adjust expectations around after-hours communication to support better work-life balance?”
• “After the recent changes to our team structure, I’ve observed that morale has been lower, with team members appearing less engaged during meetings and quieter in discussions. I think this low morale is affecting our collaboration and productivity. Recognizing team wins during our meetings or planning a small team event could help lift spirits.”

When you’re asked for feedback:

The stakes tend to feel lower when your boss specifically requests your opinion. But even so, you may not know what to say when your manager asks for feedback. To take some of the pressure off, consider including a subtle or brief reminder that they invited your insights.

• “You asked for feedback on how we handle project updates. I appreciate the transparency you provide, and I think adding a brief check-in at the start of each week would help keep priorities aligned.”
• “Thanks for inviting feedback on your leadership style. I’ve noticed your encouragement is motivating, but sometimes deadlines feel unclear. Sharing project timelines upfront could help the team plan more effectively.”

Providing feedback for managers (without the cold feet)

Offering feedback for managers can be intimidating – but it’s also important. It’s a chance to strengthen leadership, improve team performance, and build a culture of trust. Fortunately, whether you’re a direct report, a peer, or a senior leader, approaching these conversations thoughtfully can help you turn manager feedback from stressful to strategic.

Ready to refine your feedback skills?

Check out Culture Amp’s AI Coach to craft (and practice) feedback with confidence.

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