You're giving feedback to your manager. What's the most important thing to keep in mind?

2 Choose the right time and channel

Timing and mode of communication are also important factors when giving feedback to your manager. You don't want to catch them off guard, interrupt them, or overwhelm them with too much information. You also want to consider their preferences and expectations. Do they prefer face-to-face meetings, phone calls, or emails? Do they have a regular schedule for feedback sessions, or do they welcome spontaneous feedback? Do they need time to process and respond to feedback, or do they prefer immediate dialogue? Choosing the right time and channel will help you create a positive and productive feedback environment.

3 Use the right tone and language

The way you deliver your feedback can make a big difference in how your manager receives and reacts to it. You want to use a tone and language that is respectful, professional, and constructive. Avoid being rude, aggressive, or defensive. Instead, be polite, calm, and confident. Use positive and neutral words, rather than negative and accusatory ones. For example, instead of saying "You made a bad decision", say "I have some concerns about this decision". Use "I" statements, rather than "you" statements. For example, instead of saying "You don't understand the data model", say "I think the data model needs more clarification". Use open-ended questions, rather than statements. For example, instead of saying "This data quality issue is unacceptable", say "How can we improve the data quality in this situation?".

4 Listen and acknowledge

Giving feedback is not a one-way street. You also need to listen and acknowledge your manager's response. Show that you are interested and attentive to what they have to say. Don't interrupt, argue, or dismiss their feedback. Instead, ask questions, clarify points, and summarize key messages. Show that you appreciate and respect their feedback, even if you don't agree with it. Thank them for their time, attention, and input. Recognize their strengths, achievements, and efforts. Express your support and collaboration. Listening and acknowledging will help you build trust and rapport with your manager.

5 Follow up and act

The last step of giving feedback is to follow up and act on it. Don't let your feedback go to waste or fade away. Keep track of the feedback you gave and received, and the actions you agreed to take. Follow up with your manager on the progress, results, and challenges of implementing the feedback. Provide updates, feedback, and suggestions as needed. Celebrate successes and learn from failures. Show that you are committed and accountable to the feedback process. Following up and acting will help you achieve your data architecture goals and improve your performance.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?