How can you respectfully give feedback to your superiors? It's tricky, but understanding context is key. Here’s how you can navigate this sensitive terrain: - Know the environment: Is it a formal meeting or a casual conversation? - Understand their personality: Are they open to direct feedback or do they prefer a more diplomatic approach? - Use facts, not emotions: Stick to data and observable behavior rather than personal feelings. - Frame it positively: Highlight strengths before discussing areas for improvement. By grasping the context, you’ll ensure your feedback is both respectful and impactful.

Timing is everything when it comes to giving feedback to your superiors. Arranging a meeting at a time suited to them and their schedule, or during your 1-2-1 means that they will have your full attention without any distractions.

Ever felt nervous about giving feedback to your boss? Timing is everything! Here's how to choose the right moment: When's the best time to approach a superior for feedback? Consider these key steps: - Find a calm moment: Avoid busy periods or stressful times. - Check their mood: A positive, receptive mood makes a huge difference. - Schedule it: Ask for a dedicated time to discuss your thoughts. - Be prepared: Have your points clear and constructive. Choosing the right time ensures your feedback is received respectfully and effectively.

This is a crucial point about the significance of specificity in feedback. Vague comments are often overlooked or misunderstood, impeding the capacity to drive meaningful change. By focusing on specific behaviors or situations, you provide unambiguous, actionable insights that can be readily understood and addressed by your superior. This approach not only clarifies your concerns but also demonstrates that your feedback is thoughtful and constructive, facilitating more effective communication and improvement.

When giving feedback to your superiors you need to clear and concise. Being specific about the points you want to make and giving solutions. Don't steer off track, show your superior that maybe be their ideas were great but this could work better explaining your reasoning behind this to them.

I completely agree with the importance of offering solutions when giving feedback. It shows that you care about the team's success and the organization's growth. When you suggest practical ways to address the issues you've highlighted, it demonstrates that you're not just pointing out problems but are also invested in finding ways to improve things. This approach makes your feedback more helpful and shows that you take initiative. Plus, it helps create a more positive and collaborative environment where everyone is working together to find solutions. In the long run, this can really boost your reputation as a problem-solver and team player.

This is such an important point. In short, are you sharing to break someone down and criticize, or to contribute and help build them and your community up? (People know the difference and feel it right away.) Being told something isn't working out -- in so many words -- is just the beginning. Most people can see something isn't working out. It's those who can help build forward with solutions, options, and/or questions, demonstrating commitment, who stand out.

Here's a guide on how could be to approach this: 1. Choose the right time and place Ensure privacy and pick a time when your superior is not stressed. 2. Prepare your points Base your feedback on specific instances and focus on actions, not personalities. 3. Use a respectful tone Be polite and professional, and express appreciation. 4. Use "I" statements Express how their actions affected you to avoid sounding accusatory. 5. Be constructive Offer solutions and focus on positive outcomes. 6. Be empathetic Acknowledge their challenges and listen actively. 7. Follow Up Check in later to see if changes have been made.

Following up is key. Don't keep pestering them just check in with them and ask how things are going and if they need anything from you or you can help in anyway.

Use the “sandwich” technique - Start by quoting a very positive experience with your supervisor - provide example why a more recent experience was suboptimal - reinforce what really works for you and - ask what you can do to contribute for a more meaningful experience in the future

Giving feedback upwards is hard 🙈🫠 Give feedback from “their perspective” not “yours”. It’s much more impactful to give senior leaders feedback on how it impacts them, their business, their customers… Don’t focus on you. Focus on their outcomes. You will be much more successful 🫡

Is there really any difference in methodology to giving feedback to company leaders, including our own bosses, vs our employees and teams? We should apply this respect universally and find solutions to help everyone grow. Key is to stay open and honest and look for a way that the person who needs the feedback will most accept it (regardless of their position). Sometimes that is direct from you, other times another person or approach might be needed. End game is the success of the person receiving the feedback.