11 Examples of Giving Feedback to Managers
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So you’ve been asked, or probably told, to provide feedback about your manager.
The thought of giving a boss feedback, even if they asked for it, is enough to make most people very nervous. What do you say? How should you say it? Is it safe for me to comment on my manager’s performance?
We answer your questions below.
Should I give honest answers?
The short answer is: it depends.
Every professional would like to say that they encourage and welcome feedback. But in reality, individuals react differently when being held under a microscope by their employees.
You need to know what type of person your boss is, and how they will react to potentially negative feedback.
It is inherently risky to comment negatively on the performance of someone in a position of power over you.
That’s why if you are unsure of how your comments will be received, it’s best to only give neutral or positive feedback.
If you feel confident that you can give honest, constructive criticism to a superior without burning bridges, then do so! This will help both you and the manager in the long run.
Just remember to keep your tone respectful and outcome-focused.
Even if you have a good relationship with your boss, don’t forget the hierarchy in place.
How should I respond?
Tip #1. Try the sandwich method
Start off with a positive observation, then talk about what needs to change or be improved. Finally, finish up with another positive or helpful suggestion.
Tip #2. Don’t tell them what to do
Give suggestions, but don’t make it sound like you’re telling them how to do their job. Be aware of your tone of voice and how it may come across. When looking for the best technique to convey your thoughts, turn to ManageBetter's ReviewBuilder to use AI software to help you discover from 3,000 curated phrases how to share your opinion.
Tip #3. Don’t make it personal
Avoid using “you” statements that can be taken quite personally. It’s important to be critical of their behavior, not them as a person.
Stick to the facts, and avoid making assumptions or judgments about motives.
Tip #4. Be specific and objective
Avoid giving criticism that is vague or incomplete.
Just saying “you’re a bad manager” prevents the reader from taking your comment seriously. Be specific about what they're doing wrong and how it's impacting you or your team.
When pinpointing the areas for improvement, consider using ManageBetter's ReviewBuilder to explore different categories of strong leadership and management to specifically identify areas of improvement for your manager.
Tip #5. Keep it short
Don’t turn it into a long-winded venting session. Be clear and concise in your feedback. Make sure the feedback conveys your thoughts but doesn’t turn into a rant and personal attack against your manager.
Examples of feedback for your manager
Here are 11 examples of how you can give your manager feedback in different situations.
There is a mix of positive and negative feedback, to give you inspiration for wording your own thoughts. Remember, stay professional and focused when communicating feedback and you’ll have no problems.
On providing clear direction
“Thank you for setting broad goals for last month’s project. While working to reach those goals, I found myself unsure of which was most important to our team. In the future, could you clarify the level of prioritization for each goal?”
On inspiring the team
“Your vision and ability to put things in perspective has consistently inspired me and our team to do our best work and strive for excellence.”
On getting excited about doing work that matters to the team
“I want to thank you for always showing enthusiasm and being willing to jump in wherever the team needs assistance or guidance. That kind of leadership really helps us to stay motivated.”
On work-life balance
“I admire your drive and dedication to getting the job done. You push us to accomplish as much as possible, sometimes at the cost of our personal lives. Perhaps we can all sit down to brainstorm more efficient processes for getting our work done in the office.”
On removing roadblocks
“Whenever I run into an unforeseen issue I know that I can come to you to discuss it. I hope we can continue to tackle those roadblocks and come up with solutions together.”
On promoting growth and development
“I appreciate all of the coaching and mentoring opportunities you have kindly provided. I want to continue working closely with you to promote my professional growth and career development.
On resolving organizational conflict
“At times there are conflicts within the team that disrupt our cohesive mindset and prevent work from getting done. I think it would be beneficial to institute a manager-led conflict resolution process. Leveraging your authority and relationship with team members would help us all agree on the best course of action.”
On miscommunication
“I was surprised that you found my ideas to be far off base. In order to avoid future misunderstandings about what direction you want me to take, I would like to have more frequent and detailed discussions.
On providing help
“Sometimes the number of tasks and responsibilities on my plate feel overwhelming. I would be grateful if you are able to provide any assistance with something I am struggling with.”
On handholding
“Your insights and instruction are always appreciated. However, I feel that I perform and learn better when you allow me to figure out how to achieve the target on my own.”
On rewarding performance
“I’m impressed by your dedication to recognizing our accomplishments and showing your appreciation for quality work. Your positive affirmations make me feel good about what I contributed.”
For more examples of specifically negative comments for a manager, take a look at our examples of safe negative feedback for a boss.
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