Have you ever thought about reviewing your bosses performance?
“So Mandy – remember that we spoke about your continuing need to micro manage me, control every aspect of my day, and allow your frustration to boil over into regular verbal assaults and negative comments? Well I’m afraid I’ve seen no improvement over the last 3months, so I’m going to rate you as a “Needs Development”. If we can’t find a way to help you improve on these key issues, we’ll have to think about your long term suitability for management roles in general”.
Seriously – wouldn’t that be great? Finall an opportunity to provide feedback on the thigns that give you the shits and make your life more difficult, and the things they are doing well.
My question to you is – why aren’t you doing this already? there’s no law that states you can’t give upwards feedback – the same rules apply upwards as dpwnwards.
So next time you feel yourself inwardly rolling your eyes or sighing at the boss – actually say what’s on your mind (constructively, and with good humour, of course). They could totally ignore you, but maybe – just maybe – you’ve given them food for thought.
GuyKawaksaki wrote a great series of questions on evaluating your boss. Check them out here.
5 responses so far ↓
1 Leah Maclean // Apr 12, 2007 at 5:16 pm
I completely agree Megan and have been in situations where my manager asked for feedback. This can be a little daunting for some people though. What tips do you have for giving feedback that will be heard by the manager.
2 Suzi // Apr 12, 2007 at 7:04 pm
Hi Megan.. ok, now you’re scaring me.
Great post… training on both sides on how to communicate responsibily would need to be in place.. otherwise you could just get the finger pointing the other way… and no real resolution. The boss/employee set up is almost pre-destined to be an us/them… I know, I know.. it doesn’t have to be that way and both parties can ensure that it’s not. That includes.. telling the boss the problem rather than bitchin’ by the water cooler. Great food for thought.
3 Megan // Apr 13, 2007 at 3:17 pm
Hey Leah, you make an excellent point as usual. Giving feedback to our own employees is daunting enough – let alone trying it on the boss.
My three top tips:
1. Don’t make it about them as a person – make it about their behaviour and the impact it has on you/your performance/your productivity.
2. Run your feedback past someone else first so you can get another perspective on how it sounds.
3. Don’t let it sound whiney – you’ll get nowhere fast!
4 Dana // Nov 7, 2009 at 10:32 am
I was hired 14 months ago as the nurse manager of a troubled unit for a facility I’ve never worked at before. We are doing the annual peer review evaluations at the manager/director level that also includes our senior nurse exec. In the blind drawing, I chose her name. She is wonderful to work for, but I’m a little anxious because we have been asked to provide one area for improvement. Suggestions???
5 Megan // Nov 9, 2009 at 9:42 am
Dana, don’t be anxious about providing feedback. It ake you point though. If you really like someone and appreacite the way they work, what sort of feedback can you provide?
Truth is, we should never stop learning about how to work more effecetively with people. None of us is perfect. It might help you reframe the question and think of something you’d like her to do more of, rather than an area for “improvement”. She may already be doing it, but woldn’t it be great if she did “it” even more.
Hope that helps.
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