Employee Guide: Utilizing Twenty Methods to Share Viewpoints with Supervisors
Between frequent meetings and annual appraisals, managers have multiple methods to assess employee performance and share feedback. Yet, structured business processes within organizations that allow employees to offer manager feedback are less common.
Businesses strive for work environments that foster open and honest interactions. However, providing constructive feedback to leadership without causing offense can be challenging. To help, 20 members of the Our Website Business Council share effective strategies for employees to provide constructive feedback to managers while staying empathetic and respectful.
1. Establish a Connection First
Consider a professional relationship as a savings account. Deposit trust, respect, and consistent performance over a significant period before withdrawing criticism. Maintain open dialogue and connect your concerns to the team's objectives. Over time, you'll be able to withdraw from your deposit when necessary. - Joseph Drups, Drups Ventures
2. Seek Permission
Find out if your manager is open to criticism before offering it. If not, analyze if this is a one-off issue or reflects the corporate culture as a whole. If it's the latter, you might want to consider updating your resume. - Brandon Carlson, Lean TECHniques, Inc.
3. Approach Thoughtfully
Deliver feedback mindfully and respectfully. Focus on specific, constructive points, such as behaviors or processes, instead of attributing them to personal qualities. Use "I" statements to maintain a collaborative tone, and position feedback as an opportunity for team growth. - Kristina Aran, EVOLVE Integrative Psychotherapy
4. Select the Perfect Time and Place
Offer feedback during an individual meeting, focusing on facts instead of feelings. For example, instead of saying that meetings last too long, discuss how your work is affected by the 30-minute overrun, suggesting that the team might stick to an agenda to ensure efficiency. - Vikrant Shaurya, Authors On Mission
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5. Begin with the 'Why'
Motivate your feedback by focusing on team achievements and project results rather than criticizing the manager. Use cooperative language, such as "What if we could improve this even further?" to emphasize growth and improvement instead of criticizing. - Jim Stevenson, Bletchley Group
6. Refer to Specific Situations
Even when addressing higher-ups, feedback should be collaborative and thoughtful. Start by discussing specific situations instead of generalizing, framing it as an opportunity for mutual improvement. You could say, "I believe we can enhance team communication by holding regular check-ins. Thoughts?" This maintains a collaborative atmosphere. - Kamya Elawadhi, Doceree
7. Frame Feedback Based on shared Goals
One approach is to base feedback on shared objectives and concentrate on solutions rather than just issues. For example, an employee might suggest, “To enhance project timelines, can we explore scheduling more regular check-ins?” This keeps the conversation collaborative and growth-oriented, fostering a positive work atmosphere. - Egor Karpovich, Travel Code Inc.
8. Employ a Respectful Tone
Approach the conversation as a team player, sharing concerns with respect and focusing on shared goals. Express your ideas clearly, avoiding unnecessary criticism. Maintain a cooperative tone to emphasize support, not critique. Respectful feedback builds trust and paves the way for change. - Daniel Paxitzis, Fayston Preparatory School
9. Aim for a Mutually Desirable Outcome
Approach with the intention of finding a mutually agreeable solution. Starting by asking if your manager is open to feedback, you can initiate the conversation, sharing your observation and avoiding attributing reasons for the behavior. This encourages objectivity, constructiveness and empathy during your feedback. - Camille Nicita, Human8
10. Use the SBI Model
When offering feedback, employ the Situation-Behavior-Impact (SBI) technique to structure your argument. Begin by explaining the context, describe the behavior and outline the impact it had on you, the team or the project. - Chris Gerlach, Synergy Life Science
11. Avoid Offering Too Much at Once
A frequent pitfall in offering feedback is giving too much information at once. Rather than addressing multiple issues during your next meeting, select a single item to address while providing specific examples. Allow your manager time to respond and address more topics during follow-up conversations. Building a foundation of trust and open communication over time is crucial. - Mark DeHaan, TenantCloud & Rentler
12. Request Feedback First
Either directly or through your company's feedback process, ask your manager for constructive feedback first. This demonstrates mutual respect and establishes a foundation for giving and receiving criticism. Once your manager has provided feedback, you'll be better equipped to offer your own constructive suggestions.
- Create an Open Space for Receiving Feedback First The best approach to receiving feedback from others is by initiating it yourself. Requesting feedback sets up an equal platform for exchanging opinions. Ultimately, the conversation following your feedback should ideally revolve around, "What about me? Do you have anything to share regarding my performance?" If they're silent, a gentle prompt will suffice. - Manley Hopkinson, Manley Talks Ltd - Compassionate Leadership Academy
- Ensure It Won't Make Them Feel Under Attack To ensure feedback won't make others feel threatened, begin by establishing an opportunity for them to receive it without feeling attacked. Start by asking for their permission and consent. People are often defensive when they receive feedback unexpectedly. To be heard and understood effectively, their defensive mechanisms should be turned off so they don't perceive the feedback as criticism. - Ariya Malek, Educational Awakening Center
- Focus on a Specific Area When offering feedback to a superior, select a specific, actionable area for improvement. For instance, if enhancing communication during property inspections is necessary, frame it as, "Clearer updates could help us address tenant needs more efficiently." Specificity makes feedback more valuable and easier to apply. - Anthony A. Luna, Coastline Equity Property Management
- Combine Qualitative and Quantitative Observations Constructing feedback based on both qualitative and quantitative observations is essential. Instead of stating, "Team meetings tend to be unproductive," discuss, "Our past three gatherings often exceeded their scheduled end times by 20 minutes, and crucial topics were overlooked. By tightening the agenda, we might improve our efficiency." Action-oriented feedback acknowledges your supervisor's leadership role and encourages mutual growth. - Dr. Cassandra Henderson, Child Action, Inc.
- Lead with a Positive Approach Start by acknowledging a recent accomplishment or victory. Then, shift the conversation by suggesting, "Here's how we could make it even better." This method avoids reacting negatively and instead invites collaboration, showing your commitment to team success. - Greg Clement, Realeflow
- Address Specific Actions and Their Effects When providing feedback, focus on concrete actions and their consequences rather than making generalizations. This enables your superiors to grasp your unique perspective and implement positive changes effectively. - Trey Ferro, Spot Pet Insurance
- Tie Feedback to Personal Development Incorporate your feedback into discussions about personal growth and professional objectives. During a performance review, suggest that altering management approaches or decision-making strategies could help you achieve your career goals. Positioning feedback this way highlights its significance for both your growth and the organization's success. - Ran Ronen, Equally AI
- Offer Concrete Solutions Feedback is most impactful when it delivers more than just problems. Presenting innovative solutions or recommendations for improvement demonstrates awareness of the issue and a driving force to encourage team success. By providing constructive ideas, you avoid framing feedback as a criticism and maintain a positive, solution-oriented conversation. - Sabeer Nelliparamban, Tyler Petroleum Inc.
- Keep It Straightforward I genuinely believe that simplicity is crucial. Honesty and integrity are vital principles. Employees should communicate openly and frankly with their superiors, even if the message might be uncomfortable. It's important to remember that teamwork is essential for tackling the business's shared challenges. - Jekaterina Beljankova, WALLACE s.r.o
- Small businesses often benefit from feedback from their employees, as they may not have established structures for manager feedback. Employees in small businesses can contribute to shaping the company's culture and direction by offering constructive feedback.
- Structuring a small business for open communication and feedback is particularly important. By facilitating a small-business environment where managers and employees feel comfortable sharing thoughts and concerns, the organization can foster a sense of unity and collaboration, leading to better performance and employee satisfaction.
