Für mich hat Feedback geben nichts mit Hierarchie zu tun. Feedback ist für mich eine M?glichkeit, jemandem meine Eindrücke, Wahrnehmungen, Beobachtungen zu einer bestimmten Situation zu schildern und zu erl?utern, wie etwas auf mich gewirkt hat und was bestimmte Verhaltensweisen, Formulierungen usw. in mir ausl?sen. Dadurch ergibt sich aus meiner Sicht sowohl für den Feedbacknehmer die Chance blinde Flecken zu entdecken als auch für den Feedbackgeber Themen zu besprechen, die die Chance bieten, die Zusammenarbeit offener und erfolgreicher zu gestalten. Und es w?re doch schade, wenn wir unseren Führungskr?ften diese M?glichkeiten vorenthalten, weil sie in der Hierarchie über uns stehen.

Giving feedback to a superior can feel like navigating a construction zone—sensitive and requiring careful maneuvering! ?? To handle it effectively, I focus on key strategies. First, I ensure my feedback is constructive and specific to behaviors, not personal traits. I use the ‘sandwich’ technique: start with a positive observation, address the area for improvement, and end with another positive note. ?? For instance, if I think a project needs more clarity, I might say, 'I appreciate your vision; perhaps we could clarify the goals further for better team alignment.’ By approaching the conversation with respect and a solution-oriented mindset, I foster open dialogue and growth. ???

Giving upward feedback is always a stressful situation, especially when your feedback is to improve your supervisor's performance. Before speaking always analyse the situtation and never assume about your superior's motivation. The most important thing to take care is privacy while sharing the feedback, ensure that you and your manager must be alone when you are sharing the feedback. Try to be as humble and polite as possible, be respectful. Always start with positive, initiate the discussion with achievements and manager's dedication towards the work. Tactfully come to the point and explain in simple words about where the improvement is required. Remember the art of delvering feedback need to be learned and practice. Thankyou.

Choose your timing wisely. Select a time when your superior is calm and receptive. Avoid approaching them when they're stressed or overwhelmed. Focus on the impact. Instead of focusing on personal attributes, emphasize the specific behaviors or actions that have affected the team or project. Offer solutions. Don't just highlight the problem. Suggest potential solutions or improvements that could benefit both you and your superior. Be respectful and professional. Maintain a positive tone and avoid blaming or accusing. Focus on constructive criticism and a collaborative approach.