Why Law Firms Use Both Upward And Downward Reviews

“So, how are we doing as leaders?”

That’s a question law firms don’t ask nearly enough. And when they do, the answer usually comes in the form of… silence.

The reality? Most law firms have a feedback imbalance. They focus heavily on downward reviews—where partners and senior attorneys evaluate associates—but rarely invite feedback from the other direction. That’s where upward reviews come in.

To build a thriving, people-first law firm culture, you need both.

Let’s break it down.

What Are Downward Reviews?

Picture a partner sitting down with an associate to review their year’s work. They might commend the associate’s knack for crafting compelling briefs or suggest ways to manage billable hours more effectively. That’s a downward review at work.

In a downward review, feedback flows from a senior leader—such as a partner or practice group head—to someone junior, like an associate or paralegal. These reviews are a cornerstone of law firm performance management, often tied to annual evaluations, promotion discussions, or mentoring sessions.

What’s the goal? Downward reviews guide attorneys and staff to excel in their roles, align with firm priorities, and grow professionally. At SRA, we see them as critical for ensuring your talent delivers the high-caliber work clients expect.

Why they matter for law firms:

• Performance clarity: Partners can set expectations, like improving client communication or hitting billing targets.
• Career development: Feedback pinpoints growth areas—say, mastering complex litigation strategies—while celebrating strengths.
• Retention boost: Recognizing achievements, like winning a tough case, keeps associates motivated in a competitive industry where burnout is real.

But here’s the catch: if feedback only moves top-down, you’re missing insights from the ground up. That’s where SRA’s expertise in upward reviews comes into play.

What Are Upward Reviews?

Now, imagine an associate sharing feedback with a partner. Perhaps they praise the partner’s mentorship during a high-stakes deal or suggest clearer guidance on case assignments. That’s an upward review—and it’s a game-changer.

Upward reviews let junior attorneys and staff provide feedback to their leaders, like partners or senior counsel. As a trusted third-party partner, SRA specializes in facilitating these reviews (think our Partner Upward Reviews) to ensure confidentiality and candor, which are vital in the high-trust environment of law firms.

What’s the goal? Upward reviews give leaders honest insights into their leadership style, helping them support their teams better. For SRA, this aligns with our commitment to fostering firm cultures where everyone thrives.

Why they matter for law firms:

• Leadership growth: Partners learn how their actions—like delegation or feedback style—impact associates’ productivity and morale.
• Associate empowerment: Giving junior attorneys a voice shows their perspectives matter, which is key for retention in a demanding field.
• Cultural alignment: Upward reviews promote transparency, breaking down silos in firms where hierarchy can feel rigid.

At SRA, we’ve seen upward reviews spark real change—like partners adjusting workloads after learning associates felt overwhelmed—proving feedback flows both ways for maximum impact.

Why You Need Both: Building a 360° Feedback Culture

So, why can’t you just pick one and call it a day? Because relying solely on downward reviews or upward reviews is like trying to clap with one hand—it’s awkward and doesn’t make much noise. Here’s why both are non-negotiable for a healthy workplace:

1. They Create Balance

Downward reviews ensure employees get the guidance they need to succeed, while upward reviews give managers the feedback they need to lead effectively. This balance fosters mutual accountability—everyone’s working to improve, not just one side of the equation.

Example: Let’s say a manager gives an employee feedback about missing deadlines (downward). In an upward review, the employee might share that unclear priorities from the manager contributed to the issue. Now, both can address their part of the problem and find a solution together.

2. They Build Trust

When feedback flows both ways, it signals that everyone’s voice matters. Employees feel empowered to speak up, and managers show they’re open to growth. This mutual vulnerability creates a culture of trust where people can be honest without fear.

Pro tip: For upward reviews to work, psychological safety is key. Employees need to know their feedback won’t lead to retaliation. Anonymous surveys or third-party facilitators can help ease concerns, especially early on.

3. They Drive Growth at All Levels

Downward reviews help employees develop skills and advance their careers. Upward reviews push managers to refine their leadership, which trickles down to better team performance. It’s a win-win: employees grow, leaders evolve, and the organization thrives.

Real-world impact: Companies like Google and Adobe use multi-directional feedback systems to fuel innovation and adaptability. When everyone’s learning, the whole team levels up.

4. They Break Down Silos

Hierarchies can create barriers—managers might assume they know what’s happening on the ground, while employees might feel disconnected from leadership. Downward and upward reviews bridge that gap, fostering collaboration and shared understanding.

Story time: I once worked with a team where downward reviews were standard, but upward reviews were nonexistent. Employees felt frustrated because their manager’s micromanaging went unaddressed. When the company introduced anonymous upward feedback, the manager learned about the issue, adjusted their approach, and the team’s morale skyrocketed. Two-way feedback saved the day!

5. They Enable a 360° Feedback Culture

When you combine downward and upward reviews with other feedback types—like peer reviews—you get a 360° feedback culture. This holistic approach ensures no perspective is left out. Employees, managers, and peers all contribute to a shared picture of what’s working and what needs improvement.

What does this look like? Regular feedback cycles, open communication channels, and a commitment to acting on insights. It’s not about pointing fingers—it’s about growing together.

How to Make Downward and Upward Reviews Work

Ready to put this into practice? Here are some practical tips to ensure both review types shine:

For Downward Reviews:

• Be specific: Instead of saying, “You need to communicate better,” try, “I noticed you didn’t update the team on Project X’s status—let’s work on sharing updates weekly.”
• Balance praise and critique: Highlight wins to keep employees motivated, then address areas for growth.
• Make it a dialogue: Invite employees to share their perspective to ensure the review feels collaborative.

For Upward Reviews:

• Ensure safety: Use anonymous surveys or neutral facilitators if employees worry about speaking freely.
• Ask focused questions: Prompt employees with questions like, “What’s one thing your manager does that helps you succeed?” or “What could they do differently to support the team?”
• Act on feedback: Managers should acknowledge input and make visible changes to build trust.

For Both:

• Keep it regular: Annual reviews are great, but ongoing feedback keeps communication flowing.
• Train everyone: Teach managers how to give constructive feedback and employees how to share upward feedback effectively.

The Big Picture: Why This Matters for Law Firms Today

In today’s legal landscape—where competition for talent and clients is fierce—feedback is your firm’s edge. Downward reviews ensure associates deliver the excellence that defines your reputation. Upward reviews keep partners attuned to the needs of their teams, fostering a culture that retains top talent. Together, they create a 360° feedback loop that drives performance, engagement, and growth.

At SRA, we’ve spent decades helping firms like yours turn feedback into results. From boosting associate satisfaction to strengthening firm culture, our confidential, data-driven approach delivers insights you can act on.

What’s your firm’s feedback story? Are downward or upward reviews already shaping your culture? Or are you ready to explore how SRA can help? Visit us at srahq.com or drop a note below. Let’s build a feedback culture that powers your firm’s success!

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