Why Top Companies Encourage Employees to Grade Their Managers!

Feedback can be a bit awkward, right? But when you throw workplace hierarchy into the mix, things can get even trickier. Imagine being the one tasked with giving feedback to the person who has control over your performance reviews, raises, and promotions. Not exactly a lighthearted conversation, right?

But here's the twist: In today’s workplaces, top companies are flipping the script and encouraging employees to offer feedback to their managers. Wait, really? Why would any manager want to put themselves in that position?

Spoiler: It’s a game-changer. In fact, it's becoming a full-blown revolution. Wondering why? Let’s take a look at why this shift is happening and what it means for the future of work.

A Quick History: Feedback Was Always One-Way

Traditionally, feedback in the workplace was pretty one-sided. Managers would provide feedback to employees, full stop. Performance reviews were all about assessing the employee, while managers remained untouchable and not subject to any scrutiny. Why? Because leadership was about authority, not transparency. The idea of feedback for managers was seen as unnecessary, maybe even disrespectful. After all, managers were the ones who knew how to lead.

Enter the Modern Workplace: The Age of Open Communication

Things have changed, though. Today’s workforce, especially Millennials and Gen Z, values transparency, open communication, and continuous growth. It’s hard to improve without knowing how you're doing, right? That’s why many companies are now realizing that feedback should flow both ways.

A 2023 Gallup poll found that companies promoting open communication, including feedback for managers, see higher engagement and lower turnover rates. Employees don’t just want to be heard—they want to know that their input leads to action. And the best way to make that happen? Let employees provide feedback on their managers.

Why Employee Feedback Works for Managers

Now, imagine employees giving constructive feedback to their managers. The person responsible for reviewing your work suddenly becomes the one receiving feedback. Why does this approach work? Let’s break it down:

1. Boosting Manager Accountability

When employees know they have a voice, managers feel more pressure to improve their leadership. It’s simple: if you’re going to be rated by your team, you’ll start paying more attention to how you lead. Managers are no longer above reproach—they’re accountable.

2. Creating a Culture of Growth

Companies that embrace feedback from all levels create a culture of continuous improvement. Just like employees grow, managers should also have areas to improve. This creates a more inclusive and forward-thinking workplace where everyone is always growing.

3. Breaking Down Communication Barriers

Making feedback a regular part of the culture encourages open communication. Employees who get used to giving feedback to managers will feel more comfortable doing so in general. Feedback stops being a once-a-year awkward event and becomes part of daily work life.

Case Study: Adobe’s “Check-In” Feedback System

Adobe has embraced upward feedback with its “Check-In” system. Rather than the typical annual review, Adobe holds regular feedback sessions where employees assess their managers on leadership and communication. These sessions are anonymous, allowing employees to be candid without fear of retaliation. The results? Increased engagement, more agile leadership, and a collaborative work environment that fosters growth.

What Could Go Wrong?

Now, let’s keep it real: while giving feedback to managers sounds ideal, it’s not without its challenges. Feedback can sometimes be biased or personal, especially if emotions are involved. And there’s always the concern of retaliation. What happens if your manager figures out you gave them a less-than-stellar review?

This is why many companies ensure that feedback remains anonymous, reducing the risk of retaliation and allowing employees to express themselves honestly.

Managers, Here’s What You Need to Know

If you're a manager, you might be wondering how to handle the idea of being graded by your team. The key? Embrace it. Managers who view feedback as a growth tool—rather than a personal attack—are the ones who thrive. No one enjoys hearing they’re not perfect, but every leader has areas to improve. The key is a growth mindset.

Impact on Employee Engagement and Retention

So far, we’ve focused on how this revolution benefits managers, but let’s not forget the employees. After all, they are the ones doing the work. Here’s how feedback for managers transforms employee experience:

1. Boosting Engagement

When employees know their voices matter, engagement soars. According to Gallup, highly engaged workplaces experience a 21% boost in profitability. When employees feel they have a say in how things are run, they’re more motivated to work harder, innovate, and contribute to the company’s success.

2. Reducing Turnover

High turnover is costly and often linked to poor management. No one wants to work under a boss who doesn’t listen or provide opportunities for growth. But with regular feedback, employees have a safe space to voice concerns before they hit the “resignation” button. Managers can adjust their leadership style before it’s too late.

3. Strengthening Workplace Relationships

At first, giving feedback to your boss may feel awkward, but over time, it strengthens relationships. When feedback becomes part of the culture, communication barriers break down, and everyone feels more comfortable sharing their thoughts. This fosters mutual respect and better team dynamics.

How Companies Can Encourage Feedback for Managers

Now that we’ve seen the transformative power of feedback, how can companies make sure it works? Here are some tips for integrating feedback into the workplace:

1. Make It Regular

Feedback can’t be a one-time event. Companies that succeed with feedback make it a regular part of their routine. Whether through quarterly reviews, monthly check-ins, or quick “pulse checks,” frequent feedback helps normalize the process and keeps it from feeling like a dreaded task.

2. Ensure Anonymity

For feedback to be honest, employees need to feel safe. Anonymity is essential. Using anonymous surveys, third-party facilitators, or digital platforms removes the fear of retaliation, encouraging employees to speak up without hesitation.

3. Provide Training for Managers

Giving and receiving feedback is a skill. The best companies invest in training programs that help managers embrace feedback, respond to it without defensiveness, and turn it into actionable insights. This helps create a growth mindset, where feedback is viewed as an opportunity for improvement.

The Future is Feedback

The feedback revolution is here to stay, and it’s transforming how companies operate. Managers are no longer on a pedestal—they’re part of a more transparent, collaborative work environment. Allowing employees to offer feedback isn’t just good for leadership; it’s a win for morale, engagement, and retention.

It might be uncomfortable at first, but in the long run, feedback creates a better, more productive workplace. And that’s something we can all get behind.