Here's how you can give constructive feedback to your boss tactfully.

Escolher o tempo certo para conversar com o seu chefe requer conhecimento e tato para saber qual o momento ideal para fazer. Procure saber quando a agenda de seu chefe esteja mais tranquila, perceba o melhor momento para agendar uma reuni?o com ele no melhor horário dele, traga na pauta de reuni?o com seu chefe informa??es sobre o andamento do trabalho/projeto, além de colocar na pauta preocupa??es, informando a ele a ideia de que você tem algo importante para dizer, isso prepara o momento e o clima para que sua conversa seja focada e respeitosa.

Giving constructive feedback to your boss can be tricky, but it's doable with tact. From my experience, using the "SBI" method—Situation, Behaviour, Impact—works well. For example, "In our last team meeting (Situation), you cut me off (Behaviour), which made it hard to share my ideas (Impact)." Timing is crucial—choose a calm moment, not during a crisis. Be respectful and focus on the issue, not the person. Show that your intent is to improve the team. This approach helps maintain a positive relationship while addressing important concerns.

I understand that timing is crucial when giving feedback. It's important not to approach your boss during stressful periods or tight deadlines. Instead, choose a moment when they appear approachable and open to discussion. Scheduling a meeting under the pretext of discussing work progress or concerns can be effective, giving them a heads-up about the important topic. This approach sets the stage for a focused conversation and demonstrates respect for their time, ensuring the feedback is well-received.

As an executive; remember that timing is key when receiving feedback from your team and giving constructive feedback to your boss. Schedule dedicated discussions for sensitive topics, and avoid catching them during crunch times. Let a calmer atmosphere prevail for open communication. This ensures your team feels comfortable raising concerns, leading to more productive conversations.

Ao preparar a pauta da sua reuni?o com o seu chefe, verifique os pontos a serem debatido com ele de forma assertiva, evite críticas e forne?a exemplos claros que ratifique os pontos levantados. O objetivo da reuni?o é promover a sinergia e o entendimento, n?o criticar por qualquer coisa. Estar pronto para a reuni?o com o seu chefe, demonstra que você pensou no seu feedback, o que ajuda a facilitar o entendimento do seu chefe a recebê-lo e considerá-lo importante.

Ao dar feedback para seu chefe, é de suma importancia manter um tom positivo e amistoso. Fa?a a mesma coisa como você dar feedback para seus colaboradores, comece com o que está dando certo e depois o que se deve melhorar. Enfatize que seu feedback visa a melhoria de alcance de melhores resultados para a equipe e principalmente para a organiza??o. Desta forma o seu chefe n?o vai levar nada para o lado pessoal.

Respect starts with CONSENT! Always ask for permission before giving feedback - ask them if they're in a place to hear it. And if they say no or not right now, say that's absolutely fine and let them know you'll ask again tomorrow/next week/in two weeks. No-one is beholden to you to receive your feedback, AND you must respect their own personal and professional journey. No-one is beholden to take your feedback either! So be tactful and diplomatic...and then let it go :)

O respeito e aten??o, além de educa??o s?o situa??es inegociáveis ao fornecer feedback a qualquer pessoa, seja ela seu colaborador, seu par e até mesmo seu chefe. Seja educado, respeitoso evite qualquer tom de desconforto e acusatório. Concentre-se em transmitir valor para seu chefe, demonstre empatia e que suas pondera??es s?o para o bem comum, ou seja, para melhor crescimento da organiza??o e melhorar mais e mais as sinergias com as equipes envolvidas.

Como você também é líder de sua equipe, dê feedback mais eficaz possível para seu chefe. Em vez de apenas mostrar problemas, venha já com as solu??es em m?os para demonstrar de fato interesse legítimo de ajudar o seu chefe. Seja educado e seja autêntico.

A bit of finesse goes a long way with upward feedback. Start by thanking your boss for their leadership and the chance to contribute. Then, raise areas for improvement by framing them as opportunities. Don't just point out problems; offer solutions! For instance, if you notice that communication could be more effective within the team, you might suggest implementing regular team meetings. By presenting solutions alongside feedback, you show your commitment and willingness to contribute positively. Keep the tone constructive and collaborative – you're a team working towards shared success, after all. This approach can help foster a culture of open communication and continuous improvement within the workplace.

I believe feedback is most effective when paired with solutions. Rather than merely highlighting problems, I come prepared with ideas for improvement. This demonstrates initiative and a willingness to be part of the solution, not just a critic. Offering concrete suggestions makes it easier for my boss to take action on feedback, providing a clear starting point for necessary changes and fostering a more constructive and proactive environment.

I believe following up on feedback is crucial. After offering feedback, it's important to check back to see if changes have been made or if further discussion is needed. This demonstrates a genuine interest in improvement and shows that your feedback was not just a one-off comment. Following up also allows for additional support or clarification, helping to ensure the proposed changes are effectively implemented and sustained.

The most effective way of giving feedback is when you can share specific incidents and their effects. If you were directly involved in the incidents and you can talk about ho they affected you, then this makes it a conversation about you rather than direct feedback and your boss may be more open to discuss.