{"id":553,"date":"2017-06-21T18:23:47","date_gmt":"2017-06-21T18:23:47","guid":{"rendered":"https:\/\/danielvlopes238992071.wordpress.com\/2017\/06\/21\/how-to-give-feedback-to-your-boss\/"},"modified":"2024-10-11T12:36:56","modified_gmt":"2024-10-11T19:36:56","slug":"how-to-give-feedback-to-your-boss","status":"publish","type":"post","link":"https:\/\/canopy.is\/blog\/2017\/06\/21\/how-to-give-feedback-to-your-boss\/","title":{"rendered":"How to give feedback to your boss"},"content":{"rendered":"\n

Giving upward feedback is one of the toughest things to do as an employee. Here are some guidelines for giving feedback to your manager or CEO.<\/h4>\n\n\n\n
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When I was an employee, I felt stuck. I had some ideas about how I thought the company could be better\u2026 but I had no clue how to give feedback to my boss at the time.<\/p>\n\n\n\n

How could I mention these ideas without it feeling like an attack on him? I didn\u2019t want him to think I was arrogant, assuming I could run the company better than him. And I didn\u2019t want him to become defensive, and brush off my ideas outright.<\/p>\n\n\n\n

I was torn about what to do. Comments can easily be misconstrued\u200a\u2014\u200aand in this scenario, it could cost me any good will with my boss, my reputation in company\u2026 and even my job.<\/p>\n\n\n\n

I decided not to do anything. I didn\u2019t share my ideas with my boss. I ended up leaving the company later that year.<\/p>\n\n\n\n

I\u2019m not proud of my silence. Looking back, I often think: What should I have done instead?<\/strong><\/p>\n\n\n\n

Now almost a decade later, after consuming every article, study, and book I could get my hands on, working one-on-one with companies through a consulting practice I started, and serving with thousands of managers as the CEO of Canopy<\/a>\u2026 I know exactly<\/em> what I should have done to give feedback to my boss.<\/p>\n\n\n\n

If you\u2019re an employee and you want to give your boss feedback, here are the lessons I\u2019ve learned on what you can do.<\/p>\n\n\n\n

Set up a time to talk<\/h4>\n\n\n\n

The worst thing you can do to your boss is surprise them with information or create a situation where they feel caught off-guard. Instead, you can send over a note to your CEO or manager to set up a specific time to talk with them.<\/p>\n\n\n\n

Here\u2019s something you could start with:<\/p>\n\n\n\n

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Hey [your boss\u2019s name],<\/em><\/p>\n\n\n\n

I know how much you care about maintaining a strong culture at the company\u2026 I have some thoughts \/ ideas on that I\u2019ve been thinking on lately! Would you be up for chatting sometime? Perhaps we can grab 30 minutes over coffee next week, when things slow down for you? Please let me know! Looking forward to it.<\/em><\/p>\n<\/blockquote>\n\n\n\n

Ask for feedback about yourself<\/h4>\n\n\n\n

Another way to kickstart the conversation with your manager is to ask for feedback about yourself. This will help your CEO or manager let their guard down, and realize that you\u2019re not looking to blast them. You\u2019re showing you\u2019re open to a two-way dialogue.<\/p>\n\n\n\n

For example, you could write something like this to them:<\/p>\n\n\n\n

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Hey [your boss\u2019s name],<\/em><\/p>\n\n\n\n

Lately, I\u2019ve been thinking hard about how I can improve in my role. Would love to get some feedback from you and riff on this together. I\u2019ve also been chewing some ideas about the company that I\u2019d love to share with you too, if you\u2019re open to it! Got time for coffee sometime next week?<\/em><\/p>\n<\/blockquote>\n\n\n\n

Just make sure you\u2019re open and ready to hear this feedback about yourself. In other words, don\u2019t be willing to dish it unless you can take it.<\/p>\n\n\n\n

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Make your intention clear upfront.<\/h4>\n\n\n\n

When you do sit down to give feedback to your CEO or manager, begin the conversation by making it very clear why you\u2019re wanting to give them this feedback.<\/p>\n\n\n\n

For example, let them know: \u201cI\u2019m saying this because ____ matters to me, and it\u2019s something I could see benefitting the company as a whole. And just to be clear, these thoughts aren\u2019t coming from a place of disrespect or mistrust in you or your ability\u200a\u2014\u200aI completely understand and accept that this is your thing to have the final call on.\u201d<\/em><\/p>\n\n\n\n

Another way to do this is by reinforcing what you have in common. You\u2019ll want to remind your CEO and manager that you\u2019re on the same team. \u201cI\u2019m only sharing this because I care about the company culture and am worried about ____, and I know that\u2019s something we both care about.\u201d<\/em><\/p>\n\n\n\n

Acknowledge that it\u2019s only your opinion<\/h4>\n\n\n\n

You don\u2019t want your words taken as a critique on your boss\u2019s character. Your words are not a definitive stance on their value as a person\u200a\u2014\u200aand they shouldn\u2019t be interpreted as so. So you\u2019ll want to reinforce that your feedback is coming only from your personal point-of-view. This will show humility on your part, and encourage them to not take your comments personally.<\/p>\n\n\n\n

For example you could say: \u201cKeep in mind this is only my opinion and I could be way off here\u2026 I thought you might want to know though, regardless, and I wanted to share these thoughts with you for the sake of transparency.\u201d<\/em><\/p>\n\n\n\n

One last tip: In preparation for this conversation, I\u2019d highly recommend writing down what you want to say beforehand. (I even do this today as CEO when I give feedback to an employee.) Consider\u2026 How do you want your boss to feel after you\u2019ve had the conversation? How can you frame what you\u2019re saying to help them feel that way? Articulating the points clearly to yourself first will help make sure you articulate them clearly to your CEO.<\/p>\n\n\n\n

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Granted, this all is much easier to do in theory than in practice. I remember all too well how nerve-wracking it was to even consider<\/em> reaching out to my boss like this. But take that first initial step to schedule the time to sit down with them, and you\u2019ll be surprised at how open most CEOs and managers are to hearing what\u2019s on your mind.<\/p>\n\n\n\n

Don\u2019t get too hung up on anticipating how your CEO might react. You can never control another\u2019s person\u2019s reaction. You can only control yourself\u200a\u2014\u200awhat you put out into the world, and your own intention behind it. So focus on that. Fear should never get in the way of you sharing something you think could truly benefit the company.<\/p>\n\n\n\n

If the content of what you\u2019re trying to express is worth it, there\u2019s only one way to find out how they\u2019ll react: Speak up.<\/p>\n\n\n\n

You\u2019ll never know, otherwise. It\u2019s what I wish I would\u2019ve done four years ago.<\/p>\n\n\n\n

For a deeper dive, be sure to check out our \u201cManaging Up<\/a>\u201d module in Canopy. The first few lessons are free \u2013 as are hundreds of daily tips. Try\u00a0Canopy<\/a><\/em>\u00a0for free, yourself, today.<\/em><\/p>\n\n\n\n

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