Giving feedback to your manager December 12, 2008Posted by rickbron in Bronder On People, Feedback, Management, Managing up, Performance issues.
Tags: Feedback, giving feedback to your manager, giving feedback up, manager feedback, Managing up
The Big Dogz always welcome feedback. Even when the Big Dogz are in a management position, they openly request and value feedback. Giving feedback is easy when the manager asks you for it. Not all managers are like the Big Dogz! Sometimes it is difficult to give your manager feedback, especially when they are not open to the notion of getting feedback.
The problem may be the way you deliver feedback. Most people are reluctant to receive ineffectively presented feedback. Most people are happy to receive constructive feedback. Effective feedback is about a result or a behavior that affects a result. It is not personal. When you give feedback, be specific and cite examples. Avoid labels — both positive and negative labels. Statements like “You were really professional in that presentation” or “You looked unprepared in that presentation” are not useful and do not tell the recipient exactly what is your feedback.
Examples of effective feedback are:
- Our objective was to address the objections of the customer. In the presentation you made to the customer, I saw you use sarcasm in response to a question the customer had. You said …
- I know you are working to be an effective coach. In our last session, you identified three specific actions I could take to improve my performance. I appreciate your focus on helping me.
- Our relationship is important to me. I get frustrated when you raise your voice when correcting me. Yesterday when I showed my progress report, you shouted at me.
Here are three ways to approach your manager if you have effective feedback for them:
Ask them directly if they want feedback.
Before you approach the manager, make sure you have at least one positive piece of feedback to deliver. The first step is to get the manager alone and ask, “Would you like some feedback?” Pay special attention to how the manager answers your question. If you get an uninterested or frustrated “Yeah, what?” kind of response, deliver your positive feedback and move on. Obviously, this manager is not really interested in getting feedback from you. If you are fortunate and work for one of the Big Dogz, they will respond in a positive and eager way, encouraging you to provide the feedback. When you get this response, give the positive feedback then any corrective feedback you may have.
Ask them for feedback on how you are contributing to the manager employee relationship.
If you are not comfortable asking your manager if they want feedback, then ask them to give you feedback about your relationship. An example of this question is “I value our relationship as manager and employee and I want to make sure I am contributing to that relationship. Could you please give me some specific feedback on how I am doing?”
The manger will undoubtedly have some feedback for you. Some of it will be positive, some of it corrective. Whenever the manager gives you the feedback, listen to what they say and respond with “Thank you”.
Once the manager is complete, thank them for taking the time to help you. If your manager is paying attention, they will ask you for feedback on how they are doing. Now you can deliver your feedback.
Ask them to coach you on a behavior you think they need to improve.
This is an effective technique to use with a manager not open to feedback. You identify a specific behavior you want the manager to change, and then you ask them to help you avoid the behavior. Your manager may be constantly interrupting you in meetings. Using this approach, you would ask the manager to help you reduce interrupting others in meetings. Ask the manager to give you specific tips or techniques that will help you to reduce this behavior. If the manager keeps interrupting you, go back and ask for more coaching — ask them how they would stop interrupting. It may take awhile, but this technique will work with your dedication.
Giving feedback to someone who does not request it is difficult. The Big Dogz know if they are flexible in process, they will eventually succeed in getting that feedback to the manager. Try these approaches and let me know how it works for you. Email me firstname.lastname@example.org