Giving feedback to a manager can feel intimidating, even when the working relationship is positive. When done well, feedback to your boss can strengthen the relationship, improve team outcomes and demonstrate your professionalism. Here are some simple and effective ways to approach it:
- Partnership Mindset
Before initiating the conversation, ground yourself in the belief that feedback is about collaboration, not criticism. You’re not judging your manager’s competence—you’re contributing to the health and effectiveness of the workplace. Shifting to a mindset of partnership helps reduce anxiety and makes it easier to communicate with clarity and respect.
- Right Time and Place
Upward feedback should never be delivered on the fly or in front of others. Request a private meeting or check in during a regular one-on-one. You might say: “I have some thoughts that could help us work even better together—could we set aside 10 minutes to discuss them?” Most leaders appreciate the professionalism of a thoughtful request.
- Appreciate Strengths
Feedback lands better when you acknowledge what’s working. Start by highlighting specific behaviours you value. For example: “I really appreciate how clearly you communicate priorities.” This shows respect and ensures the conversation doesn’t feel like a list of problems. From there, gently introduce the area you’d like to see change.
- Informative
Avoid generalisations (“You’re always unavailable”) and instead describe observable behaviour (“I’ve noticed it’s been hard to catch you for approvals over the last few weeks”). Then shift to the future: “It would help me keep projects moving if we could lock in a predictable check-in time each week.”
- Solution Focused and
Using “I” language reduces defensiveness and helps you stay grounded:
“I felt unsure about expectations when the deadline was moved.”
This keeps the feedback personal and authentic without assigning blame.
If the conversation becomes uncomfortable, stay steady and curious. Ask questions to understand your manager’s perspective: “Can you tell me more about how you see this?” This communicates maturity and helps both sides arrive at shared understanding.
- Offer solutions, not just problems
Managers appreciate team members who think proactively. Consider offering one or two workable suggestions: “Would it help if I drafted a template for progress updates?” or “We could trial a shared task board for a month to improve visibility.”
- End with appreciation
A simple acknowledgement goes a long way: “Thanks for taking the time to discuss this—I’m keen to keep improving how we work together.”
