{"id":3000051518,"date":"2022-01-05T17:41:46","date_gmt":"2022-01-05T22:41:46","guid":{"rendered":"https:\/\/www.wework.com\/ideas\/?p=3000051518"},"modified":"2022-01-05T17:41:48","modified_gmt":"2022-01-05T22:41:48","slug":"giving-feedback-to-your-manager-tips-and-examples","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/giving-feedback-to-your-manager-tips-and-examples","title":{"rendered":"Giving feedback to your manager: tips and examples"},"content":{"rendered":"\n<p>We\u2019re all familiar with <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/right-and-wrong-ways-to-give-employees-feedback\">feedback<\/a> flowing downhill, but as <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/what-is-company-culture-and-why-its-important\">traditional corporate structures<\/a> become flatter and less hierarchical, the relationship between managers and employees is becoming more reciprocal and open to honest sharing. The idea of dishing out \u201cupward feedback\u201d is increasingly encouraged as a way to foster a more transparent workplace and effective management team.<\/p>\n\n\n<div data-block_61d5a9d226676 class=\"toc align toc-block\">\r\n      <div class=\"toc-block__heading\">in this story<\/div>\r\n  \r\n      <ul class=\"toc-block__list\">\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#the-meaning-of-giving-feedback-to-your-manager\" class=\"toc-block__link\">\r\n          The meaning of giving feedback to your manager\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" 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class=\"toc-block__list-item\">\r\n        <a href=\"#why-is-it-important-to-give-feedback-to-your-boss\" class=\"toc-block__link\">\r\n          Why is it important to give feedback to your boss?\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#how-can-you-give-constructive-feedback-to-your-manager\" class=\"toc-block__link\">\r\n          How can you give constructive feedback to your manager?\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#when-its-appropriate-to-share-feedback-with-your-boss\" class=\"toc-block__link\">\r\n          When it\u2019s appropriate to share feedback with your boss\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 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href=\"#when-its-not-appropriate-to-share-feedback-with-your-boss\" class=\"toc-block__link\">\r\n          When it\u2019s not appropriate to share feedback with your boss\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#more-tips-on-how-to-give-feedback-to-your-manager\" class=\"toc-block__link\">\r\n          More tips on how to give feedback to your manager\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n          <li class=\"toc-block__list-item\">\r\n        <a href=\"#examples-of-constructive-feedback-for-managers\" class=\"toc-block__link\">\r\n          Examples of constructive feedback for managers\r\n          <span class=\"toc-block__icon\">\r\n            <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n    <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n    <defs>\r\n        <filter id=\"filter-1\">\r\n            <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n        <\/filter>\r\n    <\/defs>\r\n    <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n        <g id=\"icon\/arrow-down\/outline\/16\">\r\n            <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n            <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n                <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n                    <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n                <\/g>\r\n            <\/g>\r\n        <\/g>\r\n    <\/g>\r\n<\/svg>          <\/span>\r\n        <\/a>\r\n      <\/li>\r\n        <\/ul>\r\n  <\/div>\r\n\n\n\n<p>But telling your boss how you truly feel can be a real risk. No matter how flat the organization appears to be, there\u2019s a clear power dynamic between an employer and the people who work for them. There are times when an employee might want or need to tell a boss about how their performance appears or affects them, but delivering that message appropriately requires careful consideration and a whole lot of tact.<\/p>\n\n\n\n<p>First, do you even need to give feedback? If your manager\u2019s performance doesn\u2019t impact your ability to perform your own duties, then the shrewd thing to do might be to keep your thoughts to yourself. Think about who stands to benefit most from the interaction as well as who has the most to lose, and then factor that into how candidly you respond.<\/p>\n\n\n\n<p>However, if an adjustment to your manager\u2019s way of doing things would help you complete work more effectively, then sharing your feedback in a thoughtful and diplomatic way could be your best next step. It might sound daunting, but here\u2019s some advice to help you do just that, whether you want to <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/creativity-exercises\">develop your own skills<\/a> or <a href=\"https:\/\/www.wework.com\/ideas\/worklife\/for-meaningful-promotions-focus-on-areas-of-company-growth\">expand your role<\/a> within the business.<\/p>\n\n\n<noscript class=\"ninja-forms-noscript-message\">\n\tNotice: JavaScript is required for this content.<\/noscript>\n<style>\r\n\r\n        \/* PLUGIN WIDE STYLES *\/\r\n    \r\n        .nf-form-content .nf-field-container.textarea-container .nf-field-element .ninja-forms-field {\r\n                                    border: .0625rem solid #666; border-radius: .25rem;                    }\r\n        .nf-form-content .nf-field-container.date-container .nf-field-element .ninja-forms-field {\r\n                                    height: 3.375rem; border: .0625rem solid #666; 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our&nbsp;<\\\/span><a href=\\\"https:\\\/\\\/www.wework.com\\\/legal\\\/terms-of-service\\\" target=\\\"_blank\\\" style=\\\"font-size: 13.3333px;\\\">Terms of Service<\\\/a><span style=\\\"font-size: 13.3333px;\\\">&nbsp;and acknowledge our&nbsp;<\\\/span><a href=\\\"https:\\\/\\\/www.wework.com\\\/legal\\\/global-privacy-policy\\\" style=\\\"font-size: 13.3333px;\\\">Global Privacy Policy<\\\/a><span style=\\\"font-size: 13.3333px;\\\">.<\\\/span><br><\\\/p>\",\"label_pos\":\"above\",\"parentType\":\"html\",\"element_templates\":[\"html\",\"input\"],\"old_classname\":\"\",\"wrap_template\":\"wrap\"},{\"objectType\":\"Field\",\"objectDomain\":\"fields\",\"editActive\":false,\"order\":12,\"idAttribute\":\"id\",\"type\":\"submit\",\"label\":\"Submit\",\"processing_label\":\"Processing\",\"container_class\":\"\",\"element_class\":\"\",\"key\":\"submit_1554741098461\",\"field_label\":\"Submit\",\"field_key\":\"submit_1554741098461\",\"wrap_styles_show_advanced_css\":0,\"element_styles_show_advanced_css\":0,\"submit_element_hover_styles_show_advanced_css\":0,\"cellcid\":\"c4249\",\"created_at\":\"2019-04-11 14:18:43\",\"admin_label\":\"\",\"id\":359,\"beforeField\":\"\",\"afterField\":\"\",\"value\":\"\",\"label_pos\":\"above\",\"parentType\":\"textbox\",\"element_templates\":[\"submit\",\"button\",\"input\"],\"old_classname\":\"\",\"wrap_template\":\"wrap-no-label\"}];nfForms.push(form);<\/script>\n                <script id=\"nf-tmpl-cell\" type=\"text\/template\">\r\n            <nf-fields><\/nf-fields>\r\n        <\/script>\r\n\r\n        <script id=\"nf-tmpl-row\" type=\"text\/template\">\r\n            <nf-cells><\/nf-cells>\r\n        <\/script>\r\n\r\n        \n\n\n<h2  id=\"the-meaning-of-giving-feedback-to-your-manager\"class=\"wp-block-heading\"><strong>The meaning of giving feedback to your manager<\/strong><\/h2>\n\n\n\n<p>Feedback will look differently depending on the type of work you do. In small teams and creative settings, the relationship between a manager and an employee might be more friendly and relaxed, so feedback can be casually tossed around without much friction or stress.<\/p>\n\n\n\n<p>However, in a more corporate setting or a larger business, giving feedback to a manager could be more formal. For example, it might form part of an employee\u2019s annual appraisal or <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/how-to-ask-for-a-raise-eight-dos-and-donts-for-negotiating-a-higher-salary\">performance review<\/a>. In this situation, the scope of the upward feedback should be limited to the employee\u2019s relationship with the manager and the company as a whole, with the ultimate goal of improving the employee\u2019s ability to work most effectively.<\/p>\n\n\n\n<p>No matter the scenario, feedback should always lead to a constructive discussion between a manager and an employee\u2014it shouldn\u2019t, for example, be a directive or contain an ultimatum.<\/p>\n\n\n\n<h2  id=\"why-is-it-important-to-give-feedback-to-your-boss\"class=\"wp-block-heading\"><strong>Why is it important to give feedback to your boss?<\/strong><\/h2>\n\n\n\n<p>Having consistent and honest communication with your boss means you will be better equipped to deal with problems as they arise. Perhaps your workload has been growing for a while and you <a href=\"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/how-to-craft-return-to-office-plans-that-center-compassion\">need more support<\/a>. You might feel that your professional development has stalled, or that your department\u2019s workflow is overly complicated, or that you\u2019re being micromanaged.&nbsp;<\/p>\n\n\n\n<p>These are all important concerns to bring to a manager\u2019s attention. If you\u2019ve created a space in which you feel confident in giving practical, constructive feedback without fear of being misconstrued or punished, you\u2019ll both find it easier to reach solutions that work for everyone.<\/p>\n\n\n\n<h2  id=\"how-can-you-give-constructive-feedback-to-your-manager\"class=\"wp-block-heading\"><strong>How can you give constructive feedback to your manager?<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Make sure your constructive feedback is <\/strong><strong><em>actually<\/em><\/strong><strong> constructive<\/strong><\/li><\/ul>\n\n\n\n<p>The clue is in the name\u2014constructive feedback should be motivating and help to build toward, or <em>construct<\/em>, a positive outcome or change in behavior. That doesn\u2019t mean you can\u2019t give negative feedback, but all feedback is generally better received when you focus on solutions rather than complaints.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Use questions to get a sense of the situation<\/strong><\/li><\/ul>\n\n\n\n<p>Did you know that questions are an effective way of delivering feedback to your boss in a cooperative and non-confrontational way? Keep in mind that this is a well-known negotiation tactic, so be careful not to come across as patronizing or ambiguous.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Be sincere and express your true feelings<\/strong><\/li><\/ul>\n\n\n\n<p>Be completely honest, while also remaining professional. Don\u2019t avoid your feelings or water down your feedback; otherwise, the importance you feel about the matter might not be fully expressed to your manager. In turn, they might fail to act entirely, or even fail to adjust to the extent you need them to. Avoid diluting your feedback with wavering phrases like, \u201cIt\u2019s not a big deal, but\u2026\u201d<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Get straight to the point<\/strong><\/li><\/ul>\n\n\n\n<p><a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/what-to-say-when-youre-not-sure-what-to-say\">Cutting straight to the chase<\/a> leaves no room for misinterpretation, avoids emotion, and makes you appear decisive and confident in your ideas. Circling around the issue for too long or building up to your point with too much small talk can make things awkward and places a needlessly uncomfortable focus on the impending feedback.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Give some positive feedback, too<\/strong><\/li><\/ul>\n\n\n\n<p>The technique of delivering hard-to-swallow feedback in a \u201ccompliment sandwich\u201d is a classic, but it works as long as you can pull it off naturally. You don\u2019t have to bookend your criticism with praise, but by leading with some positive feedback\u2014while avoiding ambiguity\u2014you can create a more constructive atmosphere in the room.<\/p>\n\n\n\n<h2  id=\"when-its-appropriate-to-share-feedback-with-your-boss\"class=\"wp-block-heading\"><strong>When it\u2019s appropriate to share feedback with your boss<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>In a performance review<\/strong><\/li><\/ul>\n\n\n\n<p>Your performance review is the most appropriate forum in which to speak openly with your boss about how you feel, but <em>only<\/em> if you\u2019re invited to do so as part of the process. If you offer unsolicited feedback during a formal assessment of your own performance, you\u2019ll come across as defensive and possibly combative.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Face-to-face and in private<\/strong><\/li><\/ul>\n\n\n\n<p>Try to normalize having <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/one-one-meetings-actually-productive\">one-on-one time<\/a> with your boss by scheduling regular private meetings, even when there\u2019s nothing major to report. By creating this space for open dialogue, a face-to-face meeting in which you share your vital feedback feels more routine.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Before or after meetings<\/strong><\/li><\/ul>\n\n\n\n<p>Before or after a <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/how-to-run-a-productive-virtual-meeting\">meeting<\/a> is a great time to share your thoughts, so long as your feedback isn\u2019t specifically related to the agenda at hand. For example, by springing your feelings on your boss minutes before they\u2019re about to host a presentation to the rest of the team, you risk derailing them.<\/p>\n\n\n\n<h2  id=\"when-its-not-appropriate-to-share-feedback-with-your-boss\"class=\"wp-block-heading\"><strong>When it\u2019s <\/strong><strong><em>not<\/em><\/strong><strong> appropriate to share feedback with your boss<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>With a client<\/strong><\/li><\/ul>\n\n\n\n<p>When clients are around, there needs to be a united front, or at least the appearance of one. You might disagree on the basics, but remember that you\u2019re working toward the same goal. Therefore, contradicting your boss\u2019s approach during a client meeting is a huge negative, as it decimates trust and potentially embarrasses your boss in front of a customer.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>During a team meeting<\/strong><\/li><\/ul>\n\n\n\n<p>Client meetings aside, <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/benefits-of-in-person-meetings\">team chats<\/a> are the absolute worst possible moment to start dropping your hard facts. When you share feedback in front of colleagues, you put your unsuspecting boss on the defensive, undermine their authority, and ultimately weaken your own position.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Outside work<\/strong><\/li><\/ul>\n\n\n\n<p>Away from the workplace, the boundary between personal and professional life can become blurred. Don\u2019t share your work-related feedback outside of the office, where there\u2019s a greater chance of your professional opinions being conflated with personal feelings.<\/p>\n\n\n\n<h2  id=\"more-tips-on-how-to-give-feedback-to-your-manager\"class=\"wp-block-heading\"><strong>More tips on how to give feedback to your manager<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\"><li>Focus on the task or specific behaviors rather than the individual. Feedback that directs attention to the task leads to better results.<\/li><li>Focus on the future, not the past. You can\u2019t change past behavior.<\/li><li>Use specific, recent examples to provide suggestions for improvement.<\/li><li>Be sure to mention something your <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/qualities-of-a-good-manager\">manager did or does well<\/a>.<\/li><li>This should go without saying, but use polite, professional language.<\/li><li>Focus on reaching solutions, not on outlining problems.<\/li><li>Don\u2019t wait too long before making your feelings known.<\/li><li>Be open to receiving feedback, but only after you\u2019ve been heard.<\/li><\/ol>\n\n\n\n<h2  id=\"examples-of-constructive-feedback-for-managers\"class=\"wp-block-heading\"><strong>Examples of constructive feedback for managers<\/strong><\/h2>\n\n\n\n<p>Let\u2019s take a look at a few examples of constructive <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/whats-the-right-way-to-give-feedback-over-video-chat\">feedback<\/a> deployed in various hypothetical scenarios. In each, we\u2019ll draw on some of the advice and tips mentioned in the article above.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Around miscommunication<\/strong><\/h3>\n\n\n\n<p><em>\u201cI was surprised we had such different expectations about how the last project would pan out. So before I get going with this next task, I wanted to quickly check in with you to make sure I have all the information I need and that we\u2019re on the same page. A little extra guidance now will help me take this project to the finish line.\u201d<\/em><\/p>\n\n\n\n<p>This is a clear indication to a manager that you <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/how-to-create-connection-and-community-in-remote-teams\">need more detailed help<\/a> with a task, or that a job has been badly communicated to you in the past. But it also clarifies that once up to speed, you can happily continue the work alone. The language used is careful not to assign blame for any confusion, but instead focuses on the path forward, and prompts the recipient to rethink the level of guidance being offered.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Around workloads<\/strong><\/h3>\n\n\n\n<p><em>\u201cRight now I\u2019m working on several different projects at once, all of them operating on tight schedules, which leaves me with very little time to dedicate to new work. I\u2019ve reached the limit of the number of tasks I can currently take on\u2014can you help me prioritize my workload in a way that helps us meet this new deadline?\u201d<\/em><\/p>\n\n\n\n<p>This firmly makes the point that you\u2019ve got too much work on your plate, but takes the important first step toward finding a solution to the problem. Coming to your manager with a prompt to consider different options, rather than with a blunt complaint, gives them an opportunity to adjust things before your workload becomes untenable.<\/p>\n\n\n<div class=\"related-articles-sticky related-articles-sticky--sticky-on-desktop\">\r\n        <div class=\"related-articles-sticky__holder\">\r\n            <div class=\"ray-grid\">\r\n                <div class=\"ray-grid__cell--span-full\">\r\n                    <div class=\"related-articles-sticky__header-wrapper\">\r\n                        <h3 class=\"ray-text--h3 related-articles-sticky__block-title\">\r\n                            Related articles\r\n                        <\/h3>\r\n                    <\/div>\r\n                    <div class=\"related-articles-sticky__wrapper\">\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n       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https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=2048 2048w, https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=3000 3000w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/workspace-solutions\/eight-compelling-reasons-why-freelancers-choose-coworking-plans\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Eight compelling reasons why freelancers choose coworking plans\r\n                                        <\/div>\r\n\r\n                                        <div 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    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/nine-core-traits-every-hybrid-team-member-needs\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Nine core traits\u00a0every hybrid team member\u00a0needs\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    By\r\n    Reka Vagasi\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                                            <\/div>\r\n                <\/div>\r\n            <\/div>\r\n        <\/div>\r\n    <\/div>\r\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Around progression<\/strong><\/h3>\n\n\n\n<p><em>\u201cYou\u2019ve given me great opportunities and mentoring here so far, but I think there\u2019s even more I could be doing for the business right now. What changes can I make to become a more valued member of the team?\u201d<\/em><\/p>\n\n\n\n<p>A sense of stagnation in a role can be difficult to distill into practical feedback for a manager, but by framing <a href=\"https:\/\/www.wework.com\/ideas\/research-insights\/research-studies\/whats-driving-the-great-resignation\">your concern<\/a> as a request for support in moving your career forward, you make it abundantly clear that there\u2019s more your manager can do to make you feel valued at the company.<\/p>\n\n\n\n<p>These examples are broad, but each one is a jumping-off point for a constructive discussion that addresses your concerns and ensures that your perspective is being appreciated. Come to the table with solutions, be honest about your position, and you can be certain that your feedback will be taken the right way.<\/p>\n\n\n\n<p><em>Steve Hogarty is a writer and journalist based in London. He is the travel editor of <\/em>City AM<em> newspaper and the deputy editor of <\/em>City AM Magazine<em>, where his work focuses on technology, travel, and entertainment.<\/em><\/p>\n\n\n<div\r\n  data-block_60e8695ae0589\r\n  class=\"sticky-cta align sticky-cta--bottom sticky-cta--default--bottom sticky-cta--right sticky-cta--default\"\r\n>\r\n  <div class=\"sticky-cta__copy sticky-cta--default__copy\">\r\n    <p>Rethinking your workspace?<\/p>\n\r\n  <\/div>\r\n\r\n  <div class=\"sticky-cta__button-wrap sticky-cta--default__button\">\r\n    <button class=\"ray-button ray-button--primary sticky-cta__button\">\r\n      <a\r\n        href=\"#nf-form-31-cont\"\r\n        class=\"sticky-cta__link sticky-cta--default__link\">\r\n        Get in touch\r\n      <\/a>\r\n    <\/button>\r\n  <\/div>\r\n<\/div>\r\n","protected":false},"excerpt":{"rendered":"<p>Want to give your boss constructive criticism, but worried they\u2019ll take it the wrong way? Here are some tips<\/p>\n","protected":false},"author":1849,"featured_media":3000051529,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"template-single-default.blade.php","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[43902,43909],"tags":[503,1487,1488],"class_list":["post-3000051518","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-professional-development","category-management-leadership","tag-culture","tag-leadership","tag-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.4 (Yoast SEO v25.3.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Giving feedback to your manager: tips and examples<\/title>\n<meta name=\"description\" content=\"How to give constructive feedback to your manager. 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