So, you are sitting there sweating because you just made up feedback to give your manager. Perhaps it’s about those weekly meetings where everyone stays an extra 30 minutes or the fact departments cannot talk with each other without a million handoffs…ANYWAY — feedback is scary to give up the chain, right? But guess what? It’s a must for healthy, productive work environment. You can help change what REALLY matters, you don’t want to waste such opportunities.
But how can you do so without making things awkward or damaging your relationship with your boss? In today’s article, we will discuss the nitty-gritty of how you can give feedback to your manager as politely and humanly as possible without burning any bridges.
Why Giving Feedback to Your Manager is Important
A question that may arise in your mind is why give reviews to the manager? Shouldn’t they be the ones providing feedback to me? Well yes, but it goes in two ways.
Getting feedback should ensure that everyone in the workplace has a better day. By giving your feedback to management in a constructive way, you are helping to make it easier for the organization to take steps that can improve processes and communication within their teams, as well as support morale.
This creates a feedback loop of continuous improvement. Believe it or not, your input is what most managers themselves actually want to know. They know that they have a limited perspective and cannot see everything playing out.
It is what it is, managers are not all-seeing and omniscient beings regardless of how they behave. (Don’t worry they are not reading this!) But, seriously, you do bring value to the table.
Still nervous? You’re not alone. Over 65% of employees in the study conducted by OfficeVibe agree that they would like to give feedback to their managers, but are not comfortable doing so. Yep, you’re in good company! Sounds like something we have a lot of work on. Now let’s change that mentality together!
The Dos and Don’ts of Giving Feedback to Your Manager
Ok, now we’re finally getting to the good stuff but first — here are some basic guidelines for giving effective feedback.
Do: Be Specific
Vague feedback is like saying “There could be some moisture today” instead of, “There’s a 70% chance of rains today”.Be specific if you want your feedback to be actionable. Instead of saying you think that the team meetings were unproductive, there is an opportunity to say it more likely “In the last few meetings we focused on less relevant topics and always run out of time for discussing project goals.”
Don’t: Make It Personal
Make the feedback specific to behaviors or outcomes and not about personality. Doing a character assassination is not going to save you, it will likely backfire. Instead of saying, YOURE ALWAYS MICROMANAGING ME… say “I think that maybe if I had more autonomy on some projects then I could contribute more”
Do: Offer Solutions
Managers love it when you don’t just bring problems, but also possible solutions. It demonstrates initiative and makes their life easier — A win-win! So, for example: rather than telling your manager that the current work-from-home policy is preventing work collaboration amongst team members, suggest 1 on 1 meeting once a week.
Don’t: Spring It on Them in the Middle of Chaos
Timing is everything. This piece of advice is all about not provoking the beast unnecessarily — if your manager or superior at work has been having a horrific day that deserves a disaster movie of its own, you really don’t want to add fuel to the fire. Next time if they are not overwhelmed by tasks, just ask them if you can have a moment of their time. When the time is right you can always leave your feedback.
Example 1: Giving Feedback on Communication Issues
For example, your manager may maybe particularly bad at communication. Maybe he sends cryptic emails that sound like he is the captain of a Pirate Ship called Black Pearl or gives verbal instructions that half of the people hear differently. Here’s how you could handle it;
The Scenario:
The team fails to meet deadlines much of the time due to confusion about projects. A lot of times your manager updates in the meetings, though that also is disorganized and vague.
Feedback to give your manager–“Hey [Manager], I have noticed some of our project deadlines are being missed, and it’s clear that this current confusion in the expectations. Maybe we could write summaries after meetings or determine the action items. I think with this practice we can be on the same page as you are and work efficiency might also increase. So, what do you think of that?”
It sets out the problem (deadlines being missed due to vagueness in explanation), and provides an effective solution (write it down). It is direct, yet constructive — actually making space for conversation.
Example 2: Offering Feedback about Micromanagement
Micromanagement — the most feared feedback conversation for many of us. Still, it is important to go over because too much oversight can crush creativity and suck the life out of the team.
The Scenario:
You’re at your desk and your manager does multiple check-ins throughout that day on one particular part of a project. It feels like you are being babysat and it’s hampering your productivity.
Feedback to give your manager –“Hi [Manager], I think it is keen of you to check in on my work progress from time to time. I know you’re just wanting everything to be on track, but it’s making lose focus. If we could set up one specific time for a single constructive update instead of multiple check-ins, I think that would help me with my productivity. What do you think?”
This feedback tactfully surfaces the issue (the volume of check-ins) and suggests a solution (scheduled updates). This is NOT about you making excuses—it’s how a small change can increase your effectiveness.
Case Study: HubSpot’s Feedback Culture
Let’s take a look at a real company known for promoting feedback across all levels—HubSpot. They’ve built a reputation for having a transparent and feedback-friendly culture.
At HubSpot, they run biannual 360-degree feedback sessions where employees at all levels can give feedback to their peers, managers, and direct reports. This process encourages open communication and creates a space where employees feel comfortable offering feedback to their managers. Not only does this help managers grow, but it’s been instrumental in building trust within the company. Employees know their voices matter, which in turn boosts overall engagement.
How to Give Critical Feedback without Sounding Negative
Well, you have to give some tough love. Maybe your manager has slipped up, either by introducing a new procedure that’s putting the brakes on everyone or not hearing out team feedback. So how does one deliver this without coming off as a total pessimist?
The key is to relieve the negative by adding positive, actions to forward. In fact, the “feedback sandwich” is a technique that experts recommend for critical feedback. You know… the one where you sandwich one harsh feedback between two positives?
The Feedback Sandwich:
“[Manager], I really appreciate the way you’ve been pushing us to innovate. The new ideas you bring to the table are exciting. However, it feels like the latest process has been a bit tricky for the team to adjust to, and it has led to some delays. Could we revisit that process to see if there’s a way to streamline it? I think with a few tweaks, we could keep that innovative momentum going without losing time.”
See what I did there? Start with something positive, present the issue, and end with a constructive suggestion. This keeps the conversation light while still addressing the problem.
Case Study: Netflix and Radical Candor
Netflix is famous for its “Radical Candor” approach, which means employees are encouraged to give direct, no-holds-barred feedback. This isn’t just a fancy HR term—it’s an integral part of how Netflix functions.
For example, when an employee noticed that one of the company’s managers had developed a habit of overloading teams with too many simultaneous projects, the employee brought it up directly with the manager. Instead of being defensive, the manager took the feedback in stride and used it to delegate better and adjust the workload. In a company where quick adaptation is key, this kind of feedback isn’t just encouraged, it’s expected.
Feedback About Work-Life Balance? Tricky but Necessary
One of the big elephant in the room is, work-life balance. In many cases, managers may not even realize they’re driving their teams too hard because they have pressures to meet or need products shipped. However, your feedback about the work-life balance can help set boundaries and thus cultivate a healthier working environment.
The Scenario:
Your manager has been emailing you outside of work hours and it’s cutting into your personal life.
Feedback to give your manager –“Hey [Manager], I just wanted to mention work has been spilling on my personal time with the late-night emails. I love what I do and want to perform my best during working hours so it would be great to work on establishing better boundaries. Can we leave non-priority messages till the next day? How do you feel about that?”
You are essentially saying that it is not just you complaining, but by framing the issue around your personal ability to contribute effectively during regular hours, you are also looking out for overall productivity.
Final Thoughts
Providing feedback to your manager does not need to be quite the gut-wrenching affair that it is made out of. Instead, look at it as sowing seeds for a healthier workplace where all can perform and enjoy themselves to the fullest. If done correctly, feedback on your manager can result in more efficient processes, improved communication, and even a strengthened relationship between you & your manager.
FAQs
How often should feedback be given to the manager?
Feedback is necessary to share when there is any chance of improvement and an ongoing or recurring problem. In such instances, there is no need to wait for the formal reviews.
What to do if the manager doesn’t receive the feedback well?
Any managers are resistant but a thoughtful approach to the feedback with solutions helps in solving the issues. For persistent issues, you need to seek HR advice.
Does giving consistent feedback affect the career?
It never affects the career of an employee. Constructive and thoughtful feedback is always regarded as a professional and mature sign.
How can I know whether my feedback was enough efficient or not?
You can easily identify based on the changes done as per your suggestions. Otherwise, you need to follow up.
Is there any worse time to share feedback?
It is a good idea not to share any feedback when the manager is overwhelmed or stressed out. Timing is what makes the difference.
Gabby Davis
Gabby Davis is the Lead Trainer for the US Division of the Customer Experience Team. She develops and implements processes and collaterals related to the client onboarding experience and guides clients across all tiers through the initial implementation of Engagedly as well as Mentoring Complete. She is passionate about delivering stellar client experiences and ensuring high adoption rates of the Engagedly product through engaging and impactful training and onboarding.