Most annual reviews point in one direction: leaders evaluating employees.
Healthy companies flip the mirror and ask a harder question: How are we doing as leaders—and what is it like to work for our company?
That’s the purpose of an Up Review: a structured opportunity for employees to give feedback to leadership about what’s working, what’s not, and what could make the company even better in 2026.
Done right, it increases employee retention and surfaces new opportunities. Done poorly, it backfires.
(Note: We hold many strategic planning sessions with owners and their teams this time of year, but far more companies try to achieve similar results on their own. Here is some guidance.)
Why “Up Reviews” Matter
Leaders have blind spots—personal and strategic.
An Up Review creates a formal, safe mechanism to surface what’s working and what’s not.
You will uncover leadership gaps, communication breakdowns, broken processes, pet peeves, larger cultural opportunities, and overall improvement ideas.
It’s not about complaining; it’s about forging solutions.
Anonymous or Face-to-Face?
There are two ways to run an Up Review:
- Anonymous: Encourages candor and surfaces themes quickly, especially in lower-trust environments. Ideal for company-level feedback and first-time implementations, though the feedback is usually less actionable.
- Face-to-face: Creates deeper conversations and stronger relationships, but only works when leaders are emotionally mature enough to receive feedback without defensiveness.
Some organizations use a hybrid approach: anonymous feedback for broader insights, paired with structured one-on-one conversations between managers and their direct reports.
What Should You Cover in an Up Review?
A well-designed Up Review focuses on five major areas: the person’s role, their department, the company’s strategy, culture, and leadership.
It can dive into much of the following:
- Tools: Do you have what you need to do your job?
- Direction: Are priorities clear, decisions timely, and direction consistent?
- Communication: Do leaders explain decisions well, listen to concerns, and keep people informed?
- Development: Are employees receiving useful feedback, practical coaching, and help removing obstacles?
- Trust: Are people treated fairly, commitments kept, and actions consistent with stated values?
- Systems & Culture: Which processes and tools help people do their jobs, which create friction, and what is the day-to-day culture like?
The most useful questions are often simple and forward-looking:
- What should I start, stop, or continue doing?
- What gets in the way of you doing your best work?
- If you were in my role, what would you change first?
The Rules That Make or Break It
Leaders must commit to a few non-negotiables:
- Listen without defending: Feedback is data, not a verdict. Ask clarifying questions, work to understand the feedback, and always say “thank you.”
- Balance the feedback: Individual opinions matter and should be addressed, but patterns may reveal overarching issues.
- Close the loop with the team: Share what you heard, what you’re working on, and why some things won’t change.
- Take action: Even small, visible changes build trust. If feedback is ignored, employees will get cynical.
Your Challenge: Finding the Right Balance
First, an Up Review is not for every company. It takes experience, humility, and a steady hand.
The goal is to empower employees, bind the team stronger, and make the company dramatically better.
Done right, it sends a clear message: leadership is accountable too.
That’s the larger value of this exercise—building the kind of company A-level players want to work for, led by A-level leaders.
As Tony Robbins once said, it’s about “constant and never-ending improvement, one step at a time.”
You got this!
If you want our help to crush it in 2026, just ask us. Hit reply, or visit our consulting landing page.
Regards,
Jeffrey Scott
P.S. You can also get guidance by joining our peer group for high-achievement business owners.
Plus, you will receive our four-figure holiday discount when you apply before Dec 31st.
Have a wonderful holiday season!
