When we think feedback, the majority of our inferences refer to the top-down structure of performance management. Managers giving critique and praise to an employee under their purview and not the other way around. However, the role reversal approach to feedback can be just as effective and worthwhile… when done correctly. Communicating your honest opinion to someone who has direct influence on your paycheck can feel like walking the plank. But it doesn’t have to be!

Break the Expectation

Good managers aren’t dictators. Collaboration at every stage of hierarchy is now the new norm for the way good teams function. Managers should start expecting feedback and collaboration with their teammates, and employees shouldn’t be afraid to give it. Don’t feel just because it isn’t explicitly solicited, a manger wouldn’t welcome feedback. 65% of employees said they want more feedback… no matter where it comes from.

However, feedback is usually best received when it’s given consistently and not expressly negative. While constructive criticism can and should be expected between bosses and employees, make sure it’s not just negative.

The Approach

When asked “What do you think?” by your boss… a thoughtful and tactful response is key. Reflect on what your goal is for this feedback first. Is it to resurface a key finding we are missing? Was the method previously tried with less than stellar results? Is there something everyone can improve upon, including yourself? Using facts and results to deliver a logical and honest opinion can quickstart improvement. Steer clear of any undermining or disrespectful tones to avoid negative repercussions. Keep the emotions in check. More Info: Read the 5 pieces of Advice on Feedback Goals.

Use this guide as an ongoing resource for continuous performance management:

The Delivery

78% of employees said being recognized motivates them in their job. No matter where a person sits in the office, every employee is susceptible to feeling undervalued at some point in their career. While not necessary, giving genuine positive feedback to your boss can influence them in a simple and positive way. [easy-tweet tweet=”Every employee is susceptible to feeling undervalued at some point in their career. Try this: @Engagiant_iRevu”] When giving negative feedback or criticism, provide an example or two of what went right! Sandwiching your feedback with other key wins can help smooth over any negative feels.

The Aftermath

Strong teams need strong relationships between managers and employees. The aftermath of giving upward feedback should never be a severed tie. Depending on what type of manager you have, it could even improve your relationship. Showing management the critical thinking and investment put into a project can improve a status from a follower to a future leader. Only 39% of employees think senior leadership does a good job of developing future leaders. Show your potential by stepping up and speaking out. Get it Right: 5 Team Leader Tips for Motivation

Level Up

“We all need people who will give us feedback. That’s how we improve.”– Bill Gates

Expressing honest opinions to a leadership figure isn’t always easy. The why and how one delivers upward feedback can make all the difference between a burned bridge and a promotion. Next time asked your true thoughts on an issue, cruise past the yes-man approach into meaningful and useful insight. Using iRevu’s real-time feedback approach, giving upward feedback to anyone on the team is straightforward and accessible.