When it comes to creating performance review surveys, a template can really accelerate the process, which is why, today, we're sharing a handy collection of upward review questions.

Upward reviews play a critical role in the 360-degree review process, providing managers with the opportunity to get feedback on their performance from their direct reports.

We're huge fans of 360-degree reviews here at Frankli - so much so, that we've developed a unique tool to make reviews more efficient and simpler to run. But don't worry if you don't have access to our platform yet, you can still view our performance review template below and as a free download.

Our templates have been designed, not only to make the performance appraisal process faster, but to optimise the results! Using the latest research in organisational psychology, we've developed questions that paint a really detailed picture of the subject.

(If you'd like our full 360 degree review template, including sample questions for self reflections, manager and peer reviews, as well as upward review questions you'll find it here.)

What is an Upward Review?

An upward review is a critical part of the performance review process in which the employee provides feedback to their manager on their performance. Upward reviews give managers valuable opportunities to gain clarity on the effectiveness of their performance and identify ways in which to improve.

You'll find answers to more frequently-asked questions on performance reviews here. Now let's dive into the questions!

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‍Performance Review Template: Upward Review Questions

Likert Scale Questions:

(The participant will be asked to select Strongly Agree, Agree, Neutral, Disagree or Strongly Disagree)

‍My manager provides me with regular, actionable feedback.

My manager gives me ample time to express my challenges and concerns in 1:1 meetings.

My manager always follows feedback with a suggestion for how to improve.

My manager assigns stretch opportunities to help me develop in my career.

My manager's feedback is objective and backed up by clear examples.

My manager listens to feedback and takes action on it.

My manager is a good listener.

My manager has had meaningful discussions with me about my career development in the last quarter.

My manager provides opportunities that allow me to advance my career.

My manager communicates clear goals and expectations.

My manager offers the autonomy I need to get my job done.

My manager effectively collaborates with me and across other departments.

My manager regularly shares relevant information from their manager and upper leadership.

My manager's actions reflect the value I bring to the team.

My manager doesn't engage in favouritism or preferential treatment.

My manager offers suggestions for improvement.

My manager cares about my overall wellbeing.

My manager always follows feedback with a suggestion for how to improve.

My manager assigns stretch opportunities to help me develop in my career.

My manager's feedback is objective and backed up by clear examples.

My manager listens to feedback and takes action on it.

My manager is a good listener.

My manager has had meaningful discussions with me about my career development in the last quarter.

My manager provides opportunities that allow me to advance my career.

My manager communicates clear goals and expectations.

My manager offers the autonomy I need to get my job done.

My manager effectively collaborates with me and across other departments.

My manager regularly shares relevant information from their manager and upper leadership.

My manager's actions reflect the value I bring to the team.

My manager doesn't engage in favouritism or preferential treatment.

My manager offers suggestions for improvement.

My manager cares about my overall wellbeing.

‍Open-Ended Questions:

‍Is your manager action-oriented?

How well do they drive results?

Does your manager accept feedback?

Does your manager communicate effectively?

How well does your manager support your professional and personal growth?

Does your manager hold you and your peers accountable for delivering quality work on time?

What is one thing your manager should stop doing?

What is one thing your manager should start doing?

What is one thing your manager should continue doing?

What are the top three things your manager could do to make work better for you?

What's the most helpful thing you'd love your manager to do to help you complete your goals?

What would make you more comfortable giving constructive feedback to your manager?

Do you feel that your manager listens well to you and motivates you in your role?

Does your manager consider team members' opinions in decision-making?

How would you rate your manager's problem-solving skills?

Does your manager handle work pressure effectively to meet deadlines?

Does your manager appear to be aligned with the company values, goals and objectives?

How responsive is your manager to their team's needs?

What has your manager done this quarter that made it difficult for you to do your best work?

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