How to Give Your Boss Feedback
Summary
- If your boss is less receptive to feedback, argue with logic instead of emotion.
- Avoid saying "I feel like…" and instead focus on collecting data and presenting evidence.
- Present decisions backed by documented facts as bosses prefer logical and data-driven information.
- Understand the difference between fact and opinion; only voice opinions if you can support them with evidence.
- Receptive feedback often hinges on presenting useful and actionable information, not just personal feelings.
Video
How To Take Action
I would suggest implementing the following strategies to help you communicate more effectively and achieve better outcomes, whether you own a small business, are an entrepreneur, or are focused on personal growth.
Use Data to Back Your Points: Whenever you make a suggestion or give feedback, collect relevant data. Use this data to present your case logically. For example, if you believe a marketing strategy isn't working, gather metrics like click-through rates or sales numbers to show why it’s ineffective.
Document Your Findings: Keep a record of your data and insights. Create documentation that presents this information clearly. This can be a simple report or a well-organized spreadsheet. For instance, if you're suggesting a new software tool, list its benefits backed by other user reviews or trial results.
Separate Facts From Opinions: Make sure to differentiate between what you feel and what is backed by evidence. Write down your initial thoughts, then review and find supporting evidence. If you think a team member isn’t performing well, gather their performance metrics before bringing it up.
Communicate in Their Language: Understand what type of information resonates best with the person you're communicating with. If your audience prefers data and logical arguments, focus on those elements. Avoid starting your points with "I feel like…" and instead begin with, "The data shows…" or "According to the report…".
Stay Objective: Keep emotions out of your communication. Stay focused on facts, data, and logical conclusions. This is especially useful when giving feedback or suggesting changes. Emotional arguments are often less compelling and easily dismissed.
These low-cost, high-value strategies require minimal time but can significantly improve how your feedback and suggestions are received, making your communications more effective and action-oriented.
Full Transcript
I think that if you have a boss that's less receptive to feedback the best approach that you can take is one of arguing with logic not emotion so a lot of people say I feel like I feel like we should do this instead I feel like this strategy won't work I feel like this guy is not a good fit for the team and then they give that to their boss whereas I think what a lot of bosses want and a lot of the language that people who are usually higher up in the organization speak is one of decisions based in logic and data and so then if you present to that boss a decision based on data that you've collect Ed and you've taken the time to document and share with them then it's actually something that's useful for them that they can take action on there is evidence here it's not just based on somebody's opinion and so I think a lot of the times we conflate a fact and our opinion right it's like just because you feel like this is the wrong thing to do doesn't mean that you should voice that to your boss unless you can substantiate your feeling or substantiate your thoughts and so a lot of bosses remain unreceptive to feedback when it is based in feelings rather than evidence and logic
