Offering feedback Isn't that something that managers do for their employees?

The truth is, though, that employees providing constructive feedback to their managers play an equally vital role in establishing a trusting environment in which employees on both sides of the feedback loop feel invested in one another's professional growth.

That's why it's so essential for today's leaders to create an environment where criticism isn't only accepted but celebrated at every level and in every department. Not only that, but subordinates should also provide feedback to their superiors.

The mere possibility of receiving feedback raises red flags

Feedback, let's face it, has an image problem. Individuals immediately go into emotional defence mode in response to feedback, even when it's constructive. Giving feedback to one's manager is already fraught with anxiety, trepidation, and fear; under what circumstances are we to expect employees to participate?

Encouraging employees to give managers honest feedback

It all starts with building a culture of trust, where coworkers encourage one another and provide positive, negative, and neutral feedback on performance in both directions. Only then can you expect your staff to feel comfortable providing honest, constructive feedback to their managers.

In this context, "Feedback" refers to positive and negative comments made by employees at different levels of an organisation to their superiors and coworkers.

When should you provide feedback to your manager, and why?

Managers and their subordinates benefit equally from receiving constructive criticism, as it aids them in reaching their full potential in their careers.

Having a culture where workers feel safe and supported in providing direct feedback to their supervisors has far-reaching, significant effects, which include the following:-

Reduce the number of workers who leave their jobs

When employees in an organisation are given a forum to air their grievances and receive helpful criticism, they develop a sense that their opinions are heard and valued. It's the ideal work environment for attracting and retaining talented people.

Greater involvement of workers

When employees are encouraged to provide and receive feedback, it fosters a strong sense of community that, in turn, increases productivity.

Promote DE&I endeavours

The feeling of inclusion and belonging grows in a workplace where employees are encouraged to provide feedback to their superiors. It gives everyone a chance to contribute their whole, genuine selves to their work while also giving managers a way to confront bias.

Better conditions for workers

Your employees will have a more positive employee experience if they feel comfortable communicating openly and having two-way conversations with their managers about any issues or opinions they may have.

More instances of constructive criticism

  • "I think your way of dealing with problems is sometimes rigid. When problems come up, I'd like it if we could talk about them more helpful. If I'm missing something, these talks will help me figure out what it is and see things from your point of view."
  • "I saw that you put off doing simple tasks or gave them to the team. When I got another one of these tasks this week, I felt tired and unappreciated. I'm afraid this will make the team feel like they're not a part of the work we're doing."
  • "It's hard for us to talk to each other. Recently, some things brought up in cross-functional meetings have surprised me. Let's discuss this to figure out what's going on and how we can better share information."

What should I tell my manager?

Remember that business executives are humans and will want empathy, compassion, and positive affirmations. Every employee and manager want positive feedback.

Start with a positive attitude and avoid giving feedback when stressed or anxious; it will show.

Be clear, concise, and specific when giving managers feedback. Make it fact-based and constructive. If you're commenting on an event, take your time.

Share your ideas for improving things moving forward for a positive outcome. Feedback for managers becomes constructive and actionable.

Create an atmosphere of open communication and trust in your company

There has been a positive evolution in how we do business, with more emphasis on interconnected, high-performance teams that value close, constant communication and rapid response. The importance of open lines of communication across all ranks and titles is heightened in such a setting.

When a company has a feedback culture, criticism from any direction is a chance to improve processes and procedures. The first step in encouraging workers to provide direct feedback to their superiors is fostering a trusting environment in the workplace, where employees encourage and support one another through positive, corrective, and laudatory comments on their performance.

Prime HR Partners can assist your startup or SME with its human resource needs. We provide London-based small and medium-sized businesses (SMEs) with full-time and part-time HR professionals. We can also offer digital and telephone consulting services outside of London. For more information, visit us at our website or call us at 0207 977 9200.