> ## Documentation Index > Fetch the complete documentation index at: https://help.gowindmill.com/llms.txt > Use this file to discover all available pages before exploring further. # Upward Reviews > Collect structured upward feedback from direct reports about their manager in Windmill, with configurable question sets per cycle. Upward reviews give direct reports a structured way to share feedback about their manager. When the upward feedback stage opens, Windy reaches out in Slack and guides employees through configured questions. ## How upward reviews work The conversation happens entirely in Slack, just like self and peer reviews. When the upward review stage opens: 1. **Windy reaches out in Slack** with a personalized message 2. **Direct reports respond to questions** about their manager 3. **Windy asks follow-up questions** to ensure feedback is specific and actionable 4. **Progress is saved automatically** throughout the conversation ### Example questions Example upward feedback questions: * How does your manager support your growth? * What could they do more (or less) of? * How effectively do they communicate and prioritize? The interactive conversation ensures feedback is constructive and grounded in concrete examples rather than vague generalizations. ## Privacy and visibility **Upward feedback is not visible to the manager being reviewed.** It goes to the manager's manager and to cycle admins, so employees can share honest feedback. Once complete, upward feedback is uploaded into the review packet. If the manager being reviewed has direct reports of their own, their manager uses this upward feedback when drafting that manager's performance review. For the full picture of who sees what, see [Who sees what](/features/performance-reviews/visibility). ## Configuring upward reviews When creating a performance review cycle, you configure the questions for upward feedback—the prompts Windy will guide employees through. Upward reviews support the same question types as all other review types: * **Text questions** — Open-ended written responses * **Rating questions** — Single-select ratings (e.g., 1-5 scale, Exceeds/Meets/Needs Improvement) * **Yes/No questions** — Boolean responses ### Creating questions You configure questions directly in the cycle creation wizard when setting up the upward feedback stage. Example upward feedback questions: * How does your manager support your growth? * What could they do more (or less) of? * How effectively do they communicate and prioritize? ### Best practices for questions * **Keep it conversational** — Write questions as if you're asking them in person * **Focus on specifics** — Ask for examples, behaviors, or outcomes * **Limit to 3-5 questions** — Windy will follow up naturally based on responses Windy is trained to ask follow-up questions if responses are vague, so you don't need to include every possible follow-up in your question set. ### Scheduling and participants When configuring the upward feedback stage: * **Schedule** — Set when the upward feedback stage opens and when it's due * **Who participates** — Optionally filter to a subset of employees for this stage (or use the cycle-level filter) Note: Only employees with a manager are prompted to give upward feedback. The feedback goes to their manager's manager and to cycle admins. ## Editing responses After completing upward feedback in Slack, employees can still edit their responses in the Windmill Dashboard. Windy sends a link to the written feedback with full edit access. To edit: 1. Go to [Performance Reviews](https://app.gowindmill.com/COMPANY/performance) 2. Find the active cycle 3. Click into the upward feedback 4. Make changes and save ## FAQs Upward feedback is **not visible to the manager being reviewed**. It goes to the manager's manager and to cycle admins, so employees can share honest feedback without concern. Employees do not see upward feedback for their own manager—it's used exclusively for leadership and development conversations. See [Who sees what](/features/performance-reviews/visibility) for the full breakdown. Yes. After completing upward feedback in Slack with Windy, employees can still edit their responses in the [Windmill Dashboard](https://app.gowindmill.com/COMPANY/performance). This lets employees: * Refine answers after reflecting further * Add examples they remembered later * Adjust phrasing for clarity When collecting upward feedback, Windy is trained to ask for more specific, constructive input. If responses are vague, Windy follows up with prompts focused on behaviors and outcomes rather than personalities. For example, during upward feedback, Windy might ask: * "Can you share a specific example of when your manager supported your growth?" * "What specific actions could they take to improve in that area?" * "How has this impacted your work or development?" By encouraging feedback focused on specific behaviors and concrete examples, Windmill ensures that upward feedback is more actionable and constructive. Yes. When creating a cycle, you configure the questions for upward feedback. These are the prompts Windy uses to guide the conversation in Slack. Upward reviews support text, rating, and yes/no question types. Questions are fully customizable to match your company's review process. Learn more in [Cycles](/features/performance-reviews/cycles). If a deadline passes and upward feedback is still not submitted: * The status changes to overdue in the tracking views * Cycle admins can see who's behind in the [All Todos view](https://app.gowindmill.com/COMPANY/performance/cycles/CYCLE_ID/all-todos) * The employee can still submit after the deadline Windmill sends automated reminders before and on the deadline to minimize late submissions. ## Related reading * [Performance Reviews](/features/performance-reviews) — Overview of the complete review process * [Cycles](/features/performance-reviews/cycles) — Set up review cycles and configure questions * [Manager reviews](/features/performance-reviews/manager-reviews) — How managers use upward feedback when drafting assessments * [Progress tracking](/features/performance-reviews/tracking-progress) — Monitor completion across all review types