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10 Effective Ways Employees Can Share Constructive Feedback

Forbes Human Resources Council

Management of a company requires knowing the challenges both employees and the business itself face and dealing with those issues. However, before management can make any decisions, it needs to get feedback, specifically from its employees.

Unfortunately, many employees don't like sharing their opinions, especially if it means criticizing the company for which they work. If the management has not created a safe environment to give and receive feedback, employees will hesitate to speak their honest opinion for fear of negative repercussions. Knowing how to offer managers criticism in a constructive manner is key in this context.

To help, 10 members of Forbes Human Resources Council share some of the most effective methods employees should use to provide honest feedback to their managers.

1. Ask How They Like To Receive Feedback

I recommend employees ask managers how they like to receive feedback, and then share with managers their preference on how to receive feedback as well. This opens up the conversation to a two-way street and makes feedback feel less personal and more systematic and encouraged — something that should be happening in weekly one-on-ones or monthly catch-ups. - Polina Wilson, Unruly ®

2. Approach With A Transparency Mindset

Be curious. Approach the situation as a critique directly with the leader but with a mindset of openness and transparency. Listen with your heart and mind. We all approach the world from our own perspectives. Truly investigate where these feelings and thoughts came from and if they are true and/or important. If they are, look for reconciliation of the situation, not to win or get your way. - Dedra Ward, Equifax, Inc.

3. Show You Understand The Business

I recently received feedback from an employee I had not previously met. The employee privately emailed me to share his concern and, in the email, demonstrated his understanding of our business, our employee needs and the intent of the program. He then suggested a different way to deliver the program that he felt would be more inclusive and effective. This approach was appreciated and implemented. - Elisa Gilmartin, Fuze


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4. Focus On Effective Methods Or Mindsets

A focus on effective methods or mindsets that have worked in similar situations is a solutions-based perspective to approaching constructive feedback. In other words, this approach shows a willingness to apply learning in new situations, yet flexibility to adjust as needed. Management should recognize the ability to focus on what works versus the challenge or criticism. - Jessica Delorenzo, Kimball Electronics Inc

5. Make It Authentic, Fearless And Timely

Feedback is impactful when it is authentic, fearless and timely. I recommend feedback not be anonymous, which would help employees build trust, demonstrate respect and establish credibility. I also recommend not just pointing out the issue but proposing a suggested solution as well. By putting themselves in management's shoes, employees demonstrate team spirit and a passion for making the company win. - Vineet Gambhir, Contemporary Leadership Advisors

6. Come With Potential Solutions

Employees should be as open as possible and use examples if they can. Leaders are human and may not realize how their actions are perceived by others and will welcome feedback. If you can, provide potential solutions. This shows that you want to help and have good intentions. - Kim Pope, WilsonHCG

7. Be Candid But Non-Confrontational

Be candid but non-confrontational. Give examples instead of generalizing, and bring a potential solution or idea to the table that you believe would help improve the situation. This method gives you an opportunity to highlight your communication, critical thinking and problem-solving skills. - Jenna Hinrichsen, Advanced RPO

8. Create An Informal Exchange

One way to share constructive feedback with management is to create an informal exchange over coffee, breakfast or lunch. These settings lend themselves to rapport building before diving into the tough stuff. They also put both parties on even footing. Deliver the message and keep the exchange going by asking for a reaction and suggested next steps. It creates shared ownership for the feedback. - Karen Crone, Paycor, Inc.

9. Make Sure Your Timing Is Right

As in comedy, when it comes to feedback, timing is everything. Never give your boss feedback at a company party. Pick a moment where you can speak openly and you are both relaxed. Make sure the feedback comes across as constructive, so your boss realizes you only want the best for them. If you have built a relationship of mutual trust and respect, upward feedback is usually fairly easy. - Tracy Cote, Zenefits

10. Share Feedback In Person

Employees should share constructive feedback in person. Recognizing the current pandemic situation, the next best in-person method is via media video platforms, such as Zoom, Google Meet and Microsoft Teams. I recommend coming from a place of curiosity and framing feedback from your perceptions and where you see opportunities. Be open to listen to feedback from management and be part of the solution. - Sherry Martin, Colorado Department of Human Services (CDHS)

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