8. I am especially reluctant to do so in writing to someone who is apparently my boss's good friend. I've been asked by the director of my organization (my boss's boss) to provide written feedback on my boss. A good answer to his request (at least one I would like to hear) would be: "I like to think about what I can do differently to be more effective with others and not what others should. I'm not going to give my boss feedback. Any potential changes should feed into how you will make it easier to fulfill your role in support of him. This was a few years ago, before listening to Manager Tools and before being a Manager myself. Maybe your boss is someone who can hear it.

If the intent really is to seek information for a performance review then I would offer your opinion but carefully worded. It was probably something I had to hear (I am a high I, high D), but my immediate thought to it (although I never said anything) was that I was the boss and she was the one that had to learn to deal with surprises. In this case, it’s not a good time to impart all of your concerns about their timekeeping or moods. I don´t think I hold it against her, not consciously and she certainly never felt it, but I never forgot it, and although I did change some of the way I manage things with her, I didn´t like having to do it because she had asked me to (strong high D!). Once you’ve given feedback, ask for feedback in return. So by giving you negative feedback to your boss you break two of manager-tools rules: Don´t give feedback to your boss and don´t give negative feedback before you have given plenty of positive feedback.
I have been asked the same question before by a boss' boss and my advice is to be careful. Second, your employer is telling you that your feedback will be kept anonymous, when in practice they haven't handled it that way in the past. I can tell you what works specially well with me with the way you manage me."

So get your thoughts in order before responding. If you'd actually like to give real feedback, one option is to say you'd be more comfortable doing it in person. If pressed, say you haven't noticed anything to give feedback on. This is my short 2 cents:  If a boss wants real feedback with truth they would have HR coordinate a 360 with their reports. The director has promised that my comments will be kept anonymous, but I am the only person my boss supervises, so I am not sure that my comments will be truly anonymous. I am actually on a two week vacation so I'll see what comes of that once I return. I don't feel like I can give much positive feedback, but I feel like simply giving a positive review would be a lie. Take an honest look at your own behavior,” he writes. To the point where I typically know where he will stand on an issue before it is raised. In the case I mention in my prior post, this was all done via email.

The director and my boss have worked together for many years and are good friends. Bosses are human too, and hearing what one is doing well (when they ask for it) always feels good. We are very close. Editor's note: Inc.com columnist Alison Green answers questions about workplace and management issues--everything from how to deal with a micromanaging boss to how to talk to someone on your team about body odor.

I've worked for the same person for nearly 10 years now. But whether you should give the feedback at all really depends on your knowledge of a) your boss and how she operates, and b) your boss's boss and how she operates. 11.

Bumping an older thread and yes, I've heard the podcast. What now? However, I have a tense working relationship with my boss, as do many people in the organization, and my boss has been asked to attend additional management training based on previous feedback. From what I've witnessed, my boss does not handle criticism well. I submitted the review and as you mention, I did choose my words wisely. Even if he is in the 10% that can take it, I can assure you he will never forget it. “The ability to give and receive upward feedback, like any form of feedback, is dependent on the relationship between you and your boss. Meaning, I did not express every opionion and still maintained authenticity. I heard once from a direct (because I asked for it) that she needed a bit more planning from my side, that it was very difficult for her to deal with surprises. Although, the second rule doesn´t really apply because the feedback tool does not apply to the boss. The two of us have steadily been promoted throughout our time together. FAR too many bosses SAY they want feedback, and then defend why they do what they do (which defeats the purpose and worse poisons the process) or punish, subtly or otherwise, those who dare to disagree. When your supervisor asks for feedback on their performance in a rare moment, it’s easy to tense up. Tell him what he is doing right and why is it right, in terms of the positive impact of what it has on your work, or so that he knows more about you, what you like, and what drives you to work harder. What improvements I can suggest to my boss, really are ideas I'm offering from my current understanding of him, along with the stated goal and intent of me better understanding how to operate well within however he operates. I have been at my job for about eight months and it's time for everyone's annual review.
If it sounds vague, it was! You are being asked for an "opinion" which is very different. When you're asked to contribute to your boss's performance review, how honest should you be. At the time I was honest but cautious with my words to explain some of the difficulties I was having. If your boss is known to be reasonable and capable of handling feedback like an adult, and if her boss is known to be reasonable and capable of handling sensitive information delicately, then you might want to (assuming that you're at least somewhat motivated to try to improve things, either for yourself or the organization). If your boss has asked for feedback, there is probably a specific reason for that. My suggestion would be to smile and say ok and then never give any feedback. Ideally, your boss has asked for your input and made clear what would be helpful to her in terms of feedback. Give constructive feedback for the behavior, not for the person. Subject: Your Feedback on [Specific Item You Want Feedback on] Hi [Boss’ Name], I wanted to schedule time for us to discuss what you thought about [the item(s) you want feedback on]. 5. Also, as we demonstrated in the constructive feedback examples above, use specific examples to support your feedback. Thanks especially for helping diffuse the anger and tension our customers and other departments couldn't help bringing into conversations, such as with Sue Harold at Our Biggest Customer Inc. Therefore it should be honest. I believe I am the one that should adjust to your management style. This feedback is meant to be used in my boss's annual review. One thought on “ My boss asked for feedback and I told the truth. It is designed to provide feedback and that feedback should be accurate (as you perceive it).

Is it common to be asked to give feedback on your boss to his or her boss? Of course, you can say that if it is true. It's that personal touch that has kept me listening since finding MT 6 months ago. My boss' boss wants feedback on his report. Also manager-tools advice for feedback for directs is I believe 6 months before you move into negative feedback. How do I navigate this? It may also help to simply acknowledge you feel a little weird about it, but that you are going to try to be direct. Just emphasize the stuff you like and don't bring up areas for improvement.

Even if it's kept "anonymous" in the sense that your name isn't attached to your comments, if you're the only person whom your boss manages, it's likely that it'll be clear the feedback was from you. The HR director “backed down” and later exited the company. The question of what to say depends on the circumstances. In theory, it seems like a potentially useful opportunity to improve the organization. HOW do you not give boss feedback when it is "required"? Thanks! Unsolicited rating is when you want to give feedback to your boss even though she has not asked for it. And what should I do? Since then, I've felt less aware of current priorities, as a side effect of having less time with you, you having to cover poor Tom's team while he's recovering from his tornado injuries.

You want to provide input so that they can improve, but the power dynamics of your working relationship can make an already delicate action seem loaded with potential pitfalls.Let's take the example of Lattice employee Anne.

But, as a result, people sometimes say things that may have been better left unsaid, or at least, should’ve been said in a more diplomatic way.Worse, when I pulled him aside later to discuss, it turned I wasn’t doing anything wrong, just different from how their old manager had. Consciously one may be willing to accept the feedback from a direct, but unconsciously it is very hard to get over it. This of course would be "confidential", but we all know how that works. Perhaps like this: "Last month, after the tornado, we were all under a lot of stress and grief. Much more so if it is a difficult feedback to hear. “Once you’ve made the decision to rip me a new one, say everything that you need to say. Thanks for the advice. My boss has specifically asked me to give him feedback on his interactions with me ie. So, don't do it, even if the org boasts that they are open to feedback. Thanks James, it does help. 9. I found the cast and have already listened to it. I really just want to decline to respond, but then don't want to be seen as difficult or "not a team player.". The last two people that I know that gave feedback to their boss (and yes, their org used Manager Tools) got fired. Manager Tools saved me on this one! But if either of those factors is absent, I wouldn't. I've been asked by the director of my organization (my boss's boss) to provide written feedback on my boss. If you are even posting this question here is because you don´t know your boss well enough to know how he would take the feedback. 3. Mark thanks for the personal reply. Even in that ideal situation, I very rarely give anything but positive feedback. Given our tense relationship and my status as a relatively new employee, I'm extremely reluctant to do anything that might make our relationship more challenging, such as providing criticism of my boss. The feedback sandwich and other mistakes to avoid‍ 10. It's not "how can he improve" but "what can I learn of him, so I can improve my support of him". Were I giving feedback to him here is what I would do. Guess what? Send it to alison@askamanager.org. The last thing you want to do is offend your supervisor because you said something you wish you’d kept inside your head. But we'd doubt it. No matter how harsh it may seem, spell it out plainly. The ultimate feedback formula with feedback examples. I have also had to write performance reviews for three of my peers. Don’t freak out! And it was successful, I got a big thank you for the input. You will want to be as specific as you possibly can. Don’t be personal in your feedback.


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