Sie haben Schwierigkeiten, mit Ihrem Chef zu kommunizieren. Wie können Sie Feedback geben, ohne ihre Gefühle zu verletzen?

Timing plays a very important role when you want to give a feedback to your boss / manager. Imagine you're a project manager who needs to discuss a critical issue with your boss. Instead of bringing it up during a hectic team meeting, you wait until your scheduled one-on-one, knowing your boss will be more focused and open to conversation.

Conseguir identificar uma boa oportunidade para conversar pode ser uma boa estratégia, mas na minha opinião isso não pode ser o fator de decisão. Tudo depende do contexto em que a pessoa esteja e o quanto aquela situação está lhe incomodando. Quem espera demais ou o ótimo, morre tentando ou se afoga no próprio sentimento. Vejo que uma boa alternativa é construir uma linha de raciocínio do que deve ser falado e construir a oportunidade da fala, criando a abordagem que prepara abertura para o feedback. Descubra quais gatilhos possibilitam a abertura para a conversa (palavras, situações, etc), e faça isso de forma inteligente.

To offer feedback to your boss without hurting their feelings: Choose the Right Time: Find a calm, private moment to talk. Start Positive: Begin with what they do well to set a respectful tone. Use “I” Statements: Frame feedback as your perspective, not blame. Be Specific: Address specific issues and stick to the facts. Suggest Solutions: Offer ideas to improve the situation, not just criticism. Mind Your Tone: Stay calm, and use supportive body language. Focus on Shared Goals: Link your feedback to mutual objectives. Follow Up: Check in later to acknowledge progress.

Eu escolheria um momento adequado para abordar meu chefe de forma respeitosa e direta. Começaria expressando apreço pelo trabalho dele e, em seguida, ofereceria meu feedback como uma sugestão para melhorar nossa comunicação, sempre com um tom colaborativo e aberto ao diálogo.

Consider what the most important things that you want to get across. You don't want to overwhelm them with too much. You can also ask them how they prefer to get constructive feedback (and honour this). When giving feedback, it's important to come with ideas/potential solutions in case they ask - this helps them see you as a problem solver as opposed to a complainer.

Before presenting feedback to your manager, ensure you have thoroughly prepared and summarized your points. This will enable you to articulate your thoughts clearly and present your concerns, feedback, or appreciation in a structured and prioritized manner. Such an approach will not only make your communication more effective but also reflect your proactive and organized attitude, which can positively impact your career growth.

You are not responsible for how someone feels. It is not feelings you are dealing with, it is judgements. In order to be heard, one first needs to learn to hear. Many comments refer to Active Listening, as a coach it is the first thing I teach. Always. Do not go to your boss with more than 1 idea at a time. Phrase suggestions as questions. If it is a big change: Write what you would change, give the reasons, have it proofread by someone whose judgement you trust. The change will have a positive effect on 1 or more of these aspects of your company or your section. Save; Increase, Decrease, Earn. If you have provable metrics, use them. Simple suggestions may be made in an off hand manner. Do not make suggestion early Monday morning.

The sandwich method is a widely recognized technique for delivering constructive feedback. Start by acknowledging something positive about your boss's actions or leadership style. Then, address the issue that needs improvement, and conclude with another positive comment or a reaffirmation of your commitment to working together. This approach helps cushion the critique and keeps the conversation balanced, making it easier for your boss to accept the feedback without feeling attacked.

Focus on being constructive rather than critical. Instead of merely pointing out what’s not working, offer suggestions or solutions for improvement. For example, if communication is an issue, you might propose regular check-ins or a different method of conveying information that could enhance clarity. Emphasize your desire to improve the working relationship and the overall effectiveness of your team, which can make your feedback feel more like a collaborative effort rather than a complaint.

After the initial conversation, follow up to check on progress or to discuss any changes that have been implemented as a result of your feedback. This shows that you are committed to the outcomes and that the feedback was not just a one-time criticism but part of an ongoing effort to improve the work environment. A follow-up also provides an opportunity to acknowledge any positive changes and to express appreciation for your boss's willingness to listen and adapt.