What do you do if your feedback to your superiors in IT Operations is not well-received?

Reflect is always first. Make sure the feedback was constructive, specific(with examples) and presented in a professional manner. Keep in mind in your response you want to improve the processes, and improve the customer experience. Listen and understand- listen and make sure you understand the feedback. Don’t get defensive, make sure they know you value their input and make a deadline for the improvement. Offer solutions rather than complaints. This shows your being proactive and working towards the root cause and your committed. Lastly, follow up. See if any next steps can be taken. Effective communication and collaboration are two successful pieces to have in this industry.

If feedback to superiors in IT Operations is not well-received, it is important to first reflect on the delivery and tone of the feedback. It is possible that the feedback was not communicated effectively or may have come across as too critical or confrontational. It is important to ensure that feedback is provided in a constructive and professional manner, focusing on specific examples and offering suggestions for improvement. It is also important to consider the context in which the feedback was given. It is possible that the timing or setting of the feedback was not ideal, or that the superiors were not prepared to receive constructive criticism.

Seek clarification on concerns, adapt feedback delivery, and focus on solutions to address superiors' perspectives in IT Operations.

As an employee: Ask why but be humble to their point of view. As mentioned you may not know the processes and details behind the decision making. And there may be reasons why you shouldn't. As a manager: Be transparent, graceful and reward feedback to management. You don't want to be surrounded by "yes"-people.

When feedback or ideas presented to your superiors isn't embraced, it's important to dive deeper to understand their position. By initiating a respectful dialogue and asking open-ended questions, you're not just seeking to clarify; you're showing a commitment to understanding their viewpoint. This approach not only demonstrates your respect but also opens a pathway to adjust your feedback for better alignment with their expectations and constraints. Keep in mind, adaptation and self-awareness are essential. Recognize they might have insights that you currently lack. Through genuine effort to see from their perspective, you can refine your approach, fostering a positive outcome and demonstrating your growth and openness.

If feedback to superiors in IT Operations is not well-received, it may be beneficial to seek clarification on the reasons why the feedback was not accepted or understood. Additionally, it may be helpful to provide specific examples or evidence to support the feedback and demonstrate its importance or validity. It is also important to approach the situation with a positive and constructive attitude, focusing on finding solutions and working together to improve processes or address any issues that were identified in the feedback. Overall, open communication and a willingness to listen and understand each other's perspectives are key in resolving any conflicts or misunderstandings that may arise from feedback in IT Operations.

Make sure you choose an appropriate time and place to provide feedback to your superiors. Avoid approaching them during busy or stressful times, and instead schedule a meeting or find a more relaxed setting to have a discussion. When giving feedback, try to put yourself in your superior's shoes and understand their perspective. Acknowledge their viewpoint and show empathy towards their concerns. Back up your feedback with concrete data and facts to support your arguments. Instead of just pointing out problems, focus on providing potential solutions to address the issues at hand. Ask for clarification on any feedback or concerns your superiors may have and be open to receiving their input.

1. Approach the situation with empathy and understanding. Recognize that your feedback may be difficult for your superiors to hear and try to understand their perspective. 2. Communicate openly and transparently. Clearly explain your feedback in a non-confrontational manner, focusing on specific examples and how it can benefit the team or project. 3. Listen to their feedback. Allow your superiors to share their thoughts and concerns, and actively listen to their perspective. This shows that you value their input and are open to collaboration. 4. Seek common ground. Find areas of agreement or shared goals that you can focus on to move the conversation forward in a positive direction.

I have found in life that nothing is impossible if you build up your relationship and give it time, but always persevere and have patience. Reflect and understand why.

When your feedback isn't well-received in IT Operations, it's beneficial to pair it with practical solutions. This approach makes it easier for superiors to digest the feedback, as it's not just about pointing out issues, but also about offering ways to resolve them. For instance, if you notice a recurring server downtime issue, instead of just highlighting the problem, propose a regular maintenance schedule or suggest implementing a more robust monitoring system. This way, you're not just identifying problems, but also actively participating in finding solutions.

1. Assess the feedback's delivery and tone. 2. Understand superiors' concerns. 3. Propose alternative solutions or adjustments. 4. Seek clarification on expectations. 5. Remain open to constructive criticism. 6. Focus on collaboration and improvement.

Getting feedback needs a way more clarity . And also the feedback needs to be taken as constructive feedback otherwise the learning & challenging skill gets lower day by day or year by year. Secondly, This depends on your responsibilities & expectations from the Superior. If you are amazing & remarkable resource and unmatched asset of organization. Or you are among 20-30% of the exceptional employees for the organization that scores exceeds every year or two. But then you need to understand that the expectations are very high, risk are even more higher if something goes messed. And you will get feedbacks when you will interact with people who delivers your feedback to your superior. Its important to have an impact in cross functions .