360 Simple - Downward Review

Downward feedback can be a valuable tool for managers to use to improve the performance of their team. It can help managers to identify areas where their team may improve, and provide them with the support they need to make those improvements.

However, it is important to note that downward feedback can also be a source of conflict. This is because it can be seen as a criticism, and it can make team members feel defensive. It is important for managers to be sensitive to this when giving downward feedback, and to frame it in a constructive way.

These tips can be helpful to share when you are distributing this review template.

How to Give Downward Feedback Effectively

Here are some tips for giving downward feedback effectively:

• Be specific: Don't just say, "You're doing a great job." Instead, be specific about what you're seeing that's working well. For example, you could say, "I really appreciate the way you always take the time to explain things to me when I'm struggling."
• Be constructive: Focus on what the person can do to improve, rather than just pointing out their weaknesses. For example, you could say, "I've noticed that you sometimes miss deadlines. Have you thought about setting up a system to help you stay on track?"
• Be respectful: Remember that you're giving feedback to a subordinate, not a peer. Be polite and professional, even if you have to deliver some tough feedback.
• Be timely: Don't wait until the end of the year to give feedback. The sooner you give it, the sooner the person can start making improvements.
• Be open to feedback yourself: Remember that you're not perfect either. Be open to receiving feedback from your subordinates, and use it to help you grow and develop.

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