As professionals, we are often tasked with giving feedback to our peers and subordinates as part of our job functions. However, when it comes to giving upward feedback to our managers and bosses via employee feedback tools, it can be challenging and uncomfortable. How do you approach your boss with constructive feedback without appearing insubordinate or causing them to feel defensive? Worry not - in this post, the experts at Pearl will share some practical examples of how to give upward reviews and provide constructive feedback to your boss in a respectful, informed way.
Before we begin, here are a few reminders to consider when bringing feedback to a manager or boss that are not as prevalent when giving feedback to a peer:
Upward feedback involves providing feedback to someone who holds a position of authority over you. This power dynamic can influence how the feedback is received and the potential consequences. It's important to be mindful of the hierarchy and frame the feedback appropriately.
Managers have broader responsibilities than peers. When giving upward feedback, it's crucial to consider the manager's role and the specific challenges they face. This may include considering their workload, competing priorities, and the demands of their position.
Feedback to a manager can have a wider impact on the team or organization compared to peer feedback. Managers often make decisions that affect multiple individuals, so it's essential to consider potential consequences of your feedback on team dynamics, work processes, and overall performance.
Managers typically have a broader view of the organization's goals, strategies, and challenges. When providing upward feedback, it can be beneficial to understand these factors and consider how your feedback aligns with organizational objectives. It helps to provide suggestions or solutions that take into account the larger context.
Due to the power dynamics involved, upward feedback needs to be delivered with tact, professionalism, and respect. Being mindful of the manager's perspective and framing the feedback constructively can increase the likelihood of it being well-received. Choosing an appropriate time and place for the conversation is also important.
Unlike peer feedback, where relationships are generally more equal, upward feedback can impact the long-term working relationship between the feedback giver and the manager. It's crucial to maintain a balance between providing honest feedback and preserving a positive professional relationship.
In some cases, upward feedback can be given anonymously, depending on the organization's feedback process and culture. Anonymity can allow individuals to express concerns more freely, but it also limits the potential for follow-up discussions and clarification.
It isn't easy to put rules around delivering feedback. Feedback is hyper-contextual; What works in one situation may not work in another. That said, here are some general ways of working that can be helpful before structuring feedback to a manager:
Rather than presenting feedback as criticism, try framing it as a suggestion or opportunity for improvement.
INSTEAD OF SAYING...
“Your decisions are not always well-informed.”
TRY SAYING...
“I think we could benefit from more data before making some critical decisions.”
The latter option gives your boss a solution to work on, rather than a burden to bear.
Own up to your feedback by using “I” statements instead of negative or attacking language.
INSTEAD OF SAYING...
“You are being unfair.”
TRY SAYING...
“I feel like I am not receiving the same opportunities for growth as others in the department”
The latter option personalizes the feedback and eliminates any tone of accusation.
Giving feedback about someone’s character is generally considered inappropriate at work. Instead, your feedback should be focused on the behavior you want to address. For instance, instead of saying “You are a terrible communicator,” try phrasing it as “I’ve noticed we sometimes have miscommunication on some critical updates, perhaps we could schedule more regular catch-ups.”
Balancing negative feedback with positive comments creates a more constructive and balanced conversation. Start by complimenting your boss, then move into areas for improvement. For instance: “I appreciate your hard work and efforts in the last project. However, I believe there might be room for improvement in the communication structure that could help streamline the process even further.”
End the feedback session by soliciting your boss’s input on the issue. Ask for their thoughts on the suggested solution you proposed or if they have any suggestions on alternative solutions. This will help to ensure that feedback is a two-way conversation rather than a one-sided attack.
Providing constructive feedback to your boss can be challenging, but using the above examples on how to deliver upward feedback in a respectful, informed way can help you to navigate this tricky conversation successfully. Always remember to reframe your feedback, use “I” statements, focus on behavior rather than character, lead with positive feedback, and ask for their input. These tips will help you to build better relationships with your boss and provide more meaningful feedback in the future, which can lead to a more productive and successful work environment.
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