It can be very tempting to think they are dismissing YOU. You may react by taking it personally. Most of the time, dismissive communication happens because the other person has a lot on their minds... pressure, stress, expectations, etc. They are immersed in their own thinking and can dismiss what we have to say. In this case, my favorite thing to do is actually a coaching skill: Say what you see. When someone dismisses my feedback or idea, I simply say, "I see you dismissed that pretty quickly. Was there something in that idea that was not aligned?" Or something along those lines. The key here is to not emotionally react and start an argument. Just stay cool and say what you see.

When my supervisor dismissed my input, it was disheartening. I felt my ideas weren’t valued, which impacted my motivation. Instead of letting frustration build, I approached the situation calmly. I scheduled a one-on-one meeting and presented my feedback with clear, specific examples, framing it as constructive rather than confrontational. I also listened actively to their perspective, which helped me understand their concerns. By finding common ground and demonstrating how my ideas aligned with our goals, I was able to make my case more effectively. It was about building a dialogue, not just voicing concerns.

🎯 "Speak clearly, if you speak at all; carve every word before you let it fall." – Oliver Wendell Holmes 🔑 Example: Satya Nadella at Microsoft transformed the company’s culture by actively listening to employees' feedback. His open-door approach led to innovative changes like the shift to cloud computing, boosting revenue by 17%. ✅ Frame your feedback with data and solutions. Approach your supervisor privately with clear, concise points that address both challenges and improvements. 🌱 Constructive feedback opens doors to progress. 👍 Like this? Follow for more strategies to make your voice count at work!

To effectively get through to your supervisor with feedback, you can use a few strategies, such as choosing the right time (when they're not preoccupied or stressed), stating your feedback in a clear, straightforward manner, and providing evidence. Be sure to frame the feedback as a potential solution and acknowledge their perspective. Lastly, you can request their feedback on your feedback.