by Alison Eco-friendly on May 17, 2012
A readers writes:
I’ve experienced a sticky situation. I’ve been inside my current project for 8 several weeks also it’s here we are at everybody’s annual review. I’ve been requested through the director of my organization (my boss’s boss) to supply written feedback on my small boss. This feedback is supposed to be utilized within my boss’s annual review. Theoretically, it appears just like a potentially helpful chance to enhance the business. However, used, I’m unsure whether it’s possible to get it done gracefully.
Some context: The director and my boss have labored together for several years and therefore are good buddies. However, I’ve got a tense working exposure to my boss, just like lots of people within the organization, and my boss continues to be requested to go to additional management training according to previous feedback. From things i’ve observed, my boss doesn’t handle critique well. Given our tense relationship and my status like a relatively recent worker, I’m very unwilling to do anything whatsoever that may make our relationship tougher, for example supplying critique of my boss. I’m especially reluctant to do this on paper to a person who’s apparently my boss’s close friend. The director has guaranteed that my comments is going to be stored anonymous, however i am alone my boss supervises, so I don’t know that my comments is going to be truly anonymous. Other staff people have explained they have given feedback which was used directly within their bosses’ performance reviews so it didn’t remain anonymous.
So, I’ve a few pre-determined questions: (1) Could it be present with be requested to provide feedback in your boss to their boss? (2) What must i do?
I don’t seem like I’m able to give much positive feedback (and even, I’m job hunting because of this difficult exposure to my boss). However I seem like simply giving an optimistic review, that is what a number of my coworkers have recommended, will be a lie. I truly would like to decline to reply, however don’t wish to be viewed as difficult or “not a group player.” What exactly are your ideas?
Good organizations will solicit feedback about how their managers do, but there’s a couple of issues with how that one does it: First, it might be better in case your boss’s boss sitting lower and spoken along with you, instead of suggesting that you place it on paper — that is well known to make people balk at giving candid feedback. She should understand that she’s more prone to get candid ideas if she simply talks along with you.
Second, they’re apparently telling you it’ll be stored anonymous, while in practice they’re less than handling it this way. It’s most likely “anonymous” for the reason that they’re not attaching people’s names for their comments, however it doesn’t seem anonymous when it comes to what really happens — it’s presented in a manner that causes it to be pretty obvious where it originated from. A far more efficient way of using this method could be for the boss’s boss to make use of the feedback to tell her thinking and synthesize it into her overall undertake the way your boss manages, instead of to simply quote from this.
Alternately, another path is perfect for the business (as well as your boss’s boss) to provide managers very, very obvious messages about the significance of getting candid feedback in the people they manage, and also the organization’s support for your feedback process and intolerance associated with a weirdness out of your manager toward employees consequently.
That’s a trickier path, but it’s really a really effective one if this’s done correctly.
In almost any situation, for list of positive actions … Should you’d really prefer to give real feedback, one choice is to state you’d become more comfortable doing the work personally. But regardless of whether you should give honest feedback or otherwise really depends upon your understanding of (a) your manager and just how she operates, and (b) your manager’s boss and just how she operates. In case your boss is proven to be reasonable and able to handle feedback as an adult, and when her boss is proven to be reasonable and able to handle sensitive information delicately, then you might like to (presuming that you simply’re a minimum of somewhat motivated to try and improve things, because of yourself or even the organization). But when either of individuals factors is absent, I wouldn’t. (As well as in that situation, you can simply give a tiny bit of bland feedback or simply say nothing specific one thinks of.)
And That I wouldn’t feel guilty in the event that’s your choice either — organizations that will get helpful feedback from employees are the type who’re thoughtful about producing the circumstances where employees can securely provide. When they don’t bother to, it’s not your burden to defend myself against.