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20 Great Constructive Feedback Examples for Your Manager

Constructive Feedback Examples

We can imagine why one would need constructive feedback examples for their managers. Giving constructive feedback to your manager is an intimidating prospect, to say the least. You may approach the entire thing with the noblest of intentions and still end up offending someone higher up on the corporate ladder than you.

No matter how scary or intimidating this situation might be, what has to be done, has to be done! The constructive criticism for your manager that you’re willing to exchange is just as important as the constructive feedback for your peers or teammates.

Besides, we all know just how important feedback really is in terms of creating a culture of empowerment in the workplace and increasing employee engagement! So without further ado, who’s ready to get their hands dirty and give their managers the constructive feedback they need to hear? You are!

The Future of Workplace Feedback is Software-Driven

Did you know that how you exchange feedback is just as important as your feedback itself? Of course, you did. The best and most effective way to deliver constructive feedback is through feedback templates. They hold your feedback up to a certain standard and give it an air of legitimacy.

The best practice, when it comes to using feedback templates is to have them built-in and integrated into your main communication & collaboration platform. For Microsoft Teams users, this is where Teamflect comes in.

As the best free feedback software for Microsoft Teams, it lets users exchange feedback through customizable and comprehensive feedback templates that they can access even through Teams chat. You can try Teamflect’s feedback features for free, without needing to sign-up by clicking the button below!

Exchange feedback seamlessly inside Microsoft Teams!
No sign-up required.
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What to watch out for when you’re giving feedback to your manager?

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You never know just how fragile your manager is before you present them with some criticism!

Before we dive into the constructive feedback examples for your boss, we want to take care of some housekeeping. We know this is hard to believe but your manager is only human. The way you give feedback to your boss should be no different than the way you give feedback to your peers in the workplace.

In relationships between managers and direct reports, we often see that real people can be reduced to their titles very easily, especially in stressful times. When talking about constructive feedback examples for your manager, you need to make sure that you’re approaching the discussion with respect and empathy, just the way you’d approach any other situation where feedback is necessary.

When delivering feedback, it’s essential to be specific and provide examples. Your manager can’t improve if they don’t know what they’re doing wrong, so it’s important to be clear and concise. Just like you wouldn’t want your manager to give you vague feedback like “do better,” they wouldn’t appreciate that kind of feedback either.

Timing is also crucial when it comes to delivering feedback. You don’t want to drop a bombshell on your manager when they’re in the middle of a busy workday or when they’re not in the right mindset to receive feedback. So, pick a good time and place to have the conversation.

And don’t forget to sandwich the constructive feedback between two slices of positivity bread. Start with something positive, then deliver the feedback, and finish with something positive again. That way, your manager will be more likely to accept the feedback and not feel attacked.

Remember, constructive feedback is all about improving the situation, not tearing your manager down. So, approach the conversation with an open mind and a positive attitude.

And if all else fails, just bribe them with coffee and donuts. Now, let’s dive into our examples of giving constructive feedback!

20 Constructive Feedback Examples

1. Clear communication

Communication is key, right? So, if you’ve noticed your manager tends to ramble or isn’t clear enough, it’s important to speak up.

“Samantha, I appreciate the effort you put into our project update email, but I noticed some confusion among the team. Going forward, can we prioritize clarity over brevity when communicating important information? I believe this will help prevent any misunderstandings and keep us all on the same page.”

2. Leadership style

A boss who knows how to lead is worth their weight in gold. But even the best managers can use some constructive feedback from time to time.

“Mark, I wanted to share some feedback on our team meetings. While I appreciate your direct and assertive approach, I think it may be helpful to incorporate more opportunities for collaboration and input from the team. This would help improve employee morale and productivity, as well as provide a more well-rounded perspective on our projects.”

3. Recognition and appreciation

Everyone loves feeling appreciated, right? Practicing employee praise is one of the best methods to stop yourself from ending up with a team of disengaged employees. So if your manager hasn’t been showing you enough love lately, it’s worth bringing it up.

“Alex, I wanted to express my appreciation for the support and guidance you’ve provided me over the past few months. However, I think it’s important that we extend that same level of recognition to the rest of the team as well. Would it be possible to schedule some team-wide appreciation events or implement a recognition program to celebrate everyone’s contributions?”

4. Collaboration

Effective collaboration can be a magical thing! But sometimes, collaboration can be a bit tricky. That is exactly when you can make use of some constructive feedback examples!

I feel like there have been some communication breakdowns in our team collaboration, and I think we could improve in this area. Specifically, I’ve noticed that you tend to dominate discussions and don’t always give others a chance to share their ideas. This can make some team members feel ignored or undervalued.

5. Workload

Workload is one of those things that can sneak up on you if you’re not careful. There is a stigma against talking about workload. Nobody wants to be labeled as lazy. But if you feel like you’re shouldering too much of the burden, it’s important to bring it up. Here are some constructive feedback examples for your manager on workload.

“I appreciate your trust in me to handle multiple projects at once. However, I have noticed that I am starting to feel overwhelmed by the workload. I would appreciate it if we could discuss ways to prioritize tasks and possibly delegate some to other team members.”

6. Professional development

Wanting to grow in your career is totally normal! If you’re looking for more opportunities to develop your skills, here is a good example.

I would love to continue growing in my role and taking on new challenges. I was hoping we could discuss some opportunities for me to develop new skills, attend training sessions or even shadow other team members.

7. Feedback delivery

Constructive feedback examples about giving feedback about giving feedback? Just how meta can a blog post be!? When it comes to providing you, our beloved readers with constructive feedback examples for your supervisor, we are ready to go as meta as we need to!

Feedback is important, but so is how it is delivered! After all, you are spending all this time reading a blog post on constructive feedback examples for your boss! You deserve the same amount of effort coming back at you!

“Hey John, I wanted to give you some feedback on the way you deliver feedback. While I appreciate the constructive criticism, I’ve noticed that sometimes you can come across as a bit harsh or dismissive. I would appreciate it if you could provide feedback in a more constructive and supportive manner.”

8. Time management

Time is money, and that’s especially true in the workplace. While time management is one of the hallmarks of a good manager, even the best can slip up. That is why we have constructive feedback examples after all!

“Hey Emily, I’ve noticed that some of our meetings have been running a bit over time. To help us all stay on schedule, would it be possible to establish an agenda and set a clear end time for our meetings?

9. Employee morale

Happy employees make for a happy workplace! If you’re noticing employee engagement levels sinking down and you think your boss hasn’t, then it might be time to give some constructive feedback to your boss!

I’ve noticed that some team members seem to be feeling unmotivated or disengaged lately. I think it would be helpful if we could schedule some team-building activities or even a casual lunch together“.

10. Conflict resolution

Conflict is never fun, but it’s a fact of life. Constructive feedback examples about conflict resolution can be tricky. Your manager’s feedback resolution skills might need some improvement, but as you’re giving constructive feedback to your manager on their conflict resolution skills, it is important that you don’t sound like you’re asking them to pick a side!

“I would like to discuss with you a recent conflict I had with another team member. I think it would be helpful if we could discuss ways to approach conflicts and how to resolve them in a fair and efficient manner. I value our team’s dynamic and I believe that addressing conflicts effectively will help us maintain a positive and productive work environment.

11. Employee wellbeing

We know that the wellbeing of employees is easy to overlook in a workplace around daily husstle. If employees are facing burnout, stress from work overload, or any other type of hardships, your manager should be the first one to check. A simple “Are you doing okay?” from your boss can go a long way! You can choose one of our constructive feedback examples for managers to remind them the importance of employee wellbeing.

“I appreciate your concern for employee well-being. Maybe you could check in regularly with team members individually to understand any challenges they might be facing for a better employee experience.”

12. Work-life balance

You might say “but my boss prioritizes the work-life balance of his employees!” when you see this headline, but ask yourself this: Does he do the same for himself? If your manager constantly works overtime and takes more responsibility than he should, you could give him a little nudge with this manager feedback.

“David, you prioritize the well-being of the team, and I appreciate that, but I think it would be beneficial if you could set a good example by maintaining a healthy work-life balance yourself.”

13. Transparency

Being transparent and open to employees is a value all managers should have. As we mentioned in the clear communication headline, if you think your manager is not being transparent enough, you should talk about it while giving feedback to manager.

“Michelle, your openness in sharing information is valuable. However, it would be helpful if you could proactively communicate changes or updates to avoid any potential confusion among the team.”

14. Goal setting

When setting goals for their employees, managers should get the employees’ opinions on the goals they have to accomplish too. If you’re feeling left out in the goal-setting and alignment process, we recommend giving a constructive feedback for manager on this subject.

“Emily, your focus on setting clear goals is commendable. However, I think it would be better if you could involve the team in the goal-setting process to enhance their commitment and alignment.”

15. Flexibility

Flexibility is something we all appreciate from time to time. But it’s important for managers to udapte their team and let them know about the changes they need to adapt for a better approach. Don’t worry, that’s why we have our constructive feedback for manager examples!

“I find your flexibility in handling unexpected changes highly recognizable. But as some feedback, maybe you could involve the team in the decision-making process when such changes occur to ensure better alignment.”

16. Communication channels

Keeping the communication interactive and effective is essential especially in remote work settings. If you’re tired of getting dry e-mails for every small thing, you can just ask for a change using our constructive feedback examples.

“Dave, your preference for email communication helps in keeping records. However, it would be beneficial if you could encourage more face-to-face or virtual meetings to enhance team collaboration and build stronger relationships.”

17. Performance metrics

Guess transparency is our keyword today! It’s your every right to know and make comments on the performance metrics used throughout the organization you work in, and we recommend mentioning it in a constructive way for getting wholesome results.

“We all agree that you have implemented performance metrics effectively in Q2. As an addition, it would be great if you could involve the team in the process of defining and tracking these metrics to ensure transparency and accountability.”

18. Encouraging risk-taking

Nothing great comes from comfort zones, and a good manager should encourage risk-taking and appreciate challenging yourself. We recommend asking for support on risk-taking!

“Michelle, your support for taking calculated risks is valuable. However, it would be beneficial if you could provide a safety net or support system for team members to experiment and learn from failures.”

19. Promoting creativity

Workplace creativity is the lifeblood of any organization, and it should be encouraged by managers. New ideas and approaches are always welcome in a healthy workplace, so don’t be ashamed to remind this kindly to your manager.

“We appreciate your support for creativity and innovation in our workplace. In addition to what you’re doing, actively encouraging and providing opportunities for the team to share and implement their creative ideas could be nice.”

20. Resource allocation

Using the resources you got effectively is an important skill for project managers. If your manager does not discuss the possibilities for the budget you got and how to allocate resources with the team, we recommend talking about it.

“James, you allocate resources effectively to support our projects. As a side note, I think you should involve the team in resource planning discussions to ensure that the allocation aligns with project needs.”

Make use of feedback software

In one of our constructive feedback examples above, we talked about how the way you give feedback is just as important as the content of your feedback. The “How?” is equally important as the “What?” when we’re talking about constructive feedback examples in the workplace.

Your feedback needs to be to the point, accessible, kept track of, and most importantly, in the flow of work! This is where employee feedback software can make a big difference. In fact, we listed some of the top employee feedback software in a list previously!

That being said if you come from an organization that uses Microsoft Teams on a daily basis, and your search for constructive feedback examples has brought you right here, then there is one incredible employee feedback tool for Microsoft Teams that you absolutely need to check out: Teamflect

Teamflect

Constructive feedback examples for your manager: Teamflect feedback questions screen with completed and pending feedback

Teamflect is an all-in-one performance management software with an absolute unit of an employee feedback module. Being capable of conducting anything from pulse surveys to 360-feedback- to automated review cycles, one of Teamflect’s most unique selling points comes with its complete Microsoft Teams integration. If your company is using Microsoft Teams, Outlook, Notes, or other MS Office tools, then Teamflect is the way to go.

Teamflect is designed with continuous feedback at heart, making the exchange of feedback as easy as a single click. This simplicity and ease of use ensure that organizations using Teamflect can easily implement a culture of constant feedback.

Some key features include but aren’t limited to:

Use the best 360-degree feedback tool for Microsoft Teams!
No sign-up required.
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How to use feedback software inside Microsoft Teams?

We can’t go on and on about the benefits of using feedback software without showing you just how the whole feedback process works inside Microsoft Teams.

So in this section, we will be going over how you can use the best 360-degree feedback software for Microsoft Teams to exchange feedback.

Step 1: Head over to Teamflect’s Feedback Module

Whie Teamflect users can simply access feedback templates inside Teams chat, Teamflect’s “Feedback” module functions as a hub where you can access and work on all the feedback you’ve received.

By simply clicking the “New Feedback” option, you can easily start asking for or giving out quality feedback. This hub is also where you can send reminders on previous feedback requests, conduct self-assessments, and so much more!

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Step 2: Select a feedback template

Teamflect has an extensive library of customizable feedback templates. You can either pick an ad-hoc feedback template and use it as it is, create a feedback template of your own with options for various feedback question types, or customize an existing template to fit your needs!

Once you’ve chosen your template, you can start giving feedback right then and there!

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Optional Step: 360-Degree Feedback

While 360-degree feedback is always a great option it is often seen as hard to practice since it has a lot of moving parts.

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Teamflect Simplifies the whole process with 360-degree feedback features that let users request feedback on behalf of themselves or others from direct reports, superiors, peers, or external parties.

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Optional Step: Summarize feedback with AI

If you’ve received more feedback you can handle during a certain period, or if you simply want the cliff notes version of some of your strengths and weaknesses, you can simply click the button shown below to summarize your feedback using Chat GPT.

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Benefits of Using Feedback Templates

We are the defenders of using feedback templates as a starting point for your feedback process. You can find lots of online pre-built templates to use in your next feedback cycle such as Teamflect’s feedback template gallery.

Using feedback templates has a lot of benefits to it other than being the easiest way of giving well-structured feedback. Let’s check out some of them!

Consistency

Feedback templates create a standardized format for delivering feedback. Covering all the essential points consistently across different feedback sessions or between different individuals providing feedback is key to a healthy feedback cycle.

Time-saving

Using feedback templates can save significant time for both the giver and receiver of feedback. Instead of starting from scratch, templates offer a structured framework that can be easily customized to fit specific situations.

Clarity and specificity

Templates provide guidance on the type of information to include in feedback and encourage specific, actionable feedback by offering prompts or categories to address. You can say goodbye to vague or generic statements and welcome constructive suggestions and praise.

Objectivity

Feedback templates promote objectivity by focusing on observable behaviors, reducing bias, and ensuring evaluations are measurable, based on specific criteria.

Training and development

If you use them correctly, feedback templates can serve as valuable tools for training and development purposes. Since these templates provide a framework for teaching employees how to deliver effective feedback, they encourage them to focus on specific aspects of performance.

Documentation

Keeping track of your feedback is crucial for using them later as a way to progress. Feedback templatesfacilitate consistent documentation of feedback sessions, making it easier to track progress and reference previous discussions.

Feedback alignment

Templates can ensure alignment between feedback providers and recipients. Using predefined templates helps establishing expectations and standards for feedback within an organization. Feedback templates streamline communication, maintain consistency across teams, and increase overall organizational effectiveness.

Don’t forger that while feedback templates offer advantages, they cannot replace personalized and individualized feedback. Templates are meant to provide a structured starting point, but tailoring the feedback to the specific situation and individual is crucial for its effectiveness and impact.

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How do you write negative feedback for a manager?

Writing negative feedback for a manager can be a daunting task, but it’s essential for growth and development.

1. Don’t just say, “You’re doing a bad job.” Be specific about what the manager is doing that’s not working.

2. Offer solutions and suggestions on how to improve.

3. Remember, your manager is still your boss. Be respectful in your delivery and tone.

We can’t help but be cheeky so here is a joke for you anyway:

Why did the manager cross the road? To avoid negative feedback from their employees!

There. We did it. We said something mean about your boss. Satisfied? Now keep being nice to them!

What is an example of positive feedback for employees from managers?

Here is how we do things here at the Teamflect blog. You ask for constructive feedback examples, we give you 20 of them. You ask for a positive employee feedback example? You get five of those bad boys!

  1. “Your presentation yesterday was fantastic! You did an excellent job of summarizing complex information in a clear and concise manner.”
  2. “I wanted to let you know how much I appreciate your hard work and dedication to this project. Your attention to detail and commitment to meeting deadlines has not gone unnoticed.”
  3. “You handled that difficult customer complaint with such professionalism and tact. I was really impressed with your ability to stay calm and find a solution that satisfied the customer.”
  4. “I just wanted to take a moment to recognize the significant improvements you’ve made in your work over the past few months. Your increased efficiency and productivity have been noticed and appreciated by the entire team.”
  5. “Your positive attitude and willingness to help others make you a valuable asset to the team. I appreciate your dedication and contributions to our department’s success.”

What is good constructive feedback?

Constructive feedback is feedback that is delivered in a way that is helpful and supportive to the recipient. It should be specific, actionable, and focused on behaviors or actions rather than personal characteristics or traits.

Good constructive feedback should be delivered in a timely manner, ideally soon after the behavior or action in question has occurred, and it should be balanced, highlighting both strengths and areas for improvement.

How to give constructive feedback to peers?

It’s crucial to take an empathic and respectful stance while providing constructive criticism to peers. Outline the exact habits or acts you’d like to address in the beginning, being as specific as you can. It’s crucial to be straightforward and truthful while simultaneously being courteous and considerate of the feelings of others.

Try to phrase your criticism in a constructive manner by stressing both your strengths and your areas for development and by providing specific recommendations for how to do so.

Make sure you pay attention to what the other person has to say and are receptive to their feedback. Constructive criticism aims to develop the other person and create a stronger, more cooperative connection.

How to ask for constructive feedback?

Whether you’re asking for constructive feedback or brutally honest dream-crushing straight-up negative feedback, we know that asking for feedback can be uncomfortable for some people. To make it easier on you, we will answer this question in pirate speech. Ready? No, you’re not.

Ahoy there, me hearty! If ye be lookin’ to get some constructive feedback, the first thing ye should do be settin’ the stage fer a good conversation.

Start by approachin’ the person with whom ye want to speak in a friendly and respectful manner, makin’ sure they know ye value their opinion. Then, ask them if they’d be willing to provide ye with some constructive feedback on a specific area ye’d like to improve upon.

Be sure to phrase yer request in a positive and open-ended way, so they feel comfortable sharin’ their thoughts and ideas with ye. Finally, be prepared to listen actively, take notes, and ask follow-up questions, so ye can get the most out of the feedback they provide. Arrr, and with a little luck and a lot of hard work, ye’ll be sailin’ the seas of success in no time!

What to avoid when giving feedback to your manager?

There are several pitfalls you should be aware of and avoid when providing feedback to your manager. In this section, we’ll explore these potential landmines and offer guidance on how to sidestep them gracefully as you’re giving some manager feedback.

1- Lack of Preparation

One of the most common mistakes employees make when giving feedback to their managers is not adequately preparing for the conversation. Providing feedback without clear examples or specific instances can make your feedback seem vague and unconvincing. If you don’t have clear examples, your feedback can feel a bit like a personal attack!

Before approaching your manager, take time to collect concrete examples, incidents, or observations that support your feedback. Be ready to explain the impact of these situations and suggest potential solutions or improvements.

2- Timing and Context

When offering feedback to your manager, the timing and context in which you deliver feedback can significantly impact how it is received. Ambushing your manager with feedback in the middle of a busy day or during a team meeting is rarely effective.

Schedule a private meeting with your manager to discuss your feedback. Choose a time when you both have the mental space to engage in a thoughtful conversation.

3- Negative Tone

The tone and language you use while giving manager feedback can make a world of difference. If your feedback comes across as overly critical or confrontational, it can lead to defensiveness and resistance.

Use a constructive and respectful tone when providing feedback. Begin with positive aspects or points of agreement, then delicately transition to the areas you believe need improvement. Frame your feedback as an opportunity for growth, not as criticism.

You can refer to the manager feedback examples we’ve provided above to make sure you have the right tone.

4- Lack of Solutions

There is nothing worse than someone who complains without at least trying to come up with solutions. Pointing out problems without suggesting potential solutions can leave your manager feeling frustrated and overwhelmed.

Whenever possible, offer solutions or ideas for improvement along with your feedback. This demonstrates your commitment to finding mutually beneficial solutions and reinforces your value as a team member.

5- Not Listening

Effective feedback should be a two-way street. Failing to listen to your manager’s perspective or becoming defensive can hinder the feedback process.

When giving constructive feedback to your manager, actively listen to your manager’s response to your feedback. Encourage open dialogue, ask clarifying questions, and be receptive to their point of view. Remember that the goal is to reach a mutual understanding.

6- Lack of Follow-Up

Providing feedback is just the first step. Neglecting to follow up on the feedback you’ve given can diminish its impact. You can go through all the constructive feedback examples for managers but if you don’t follow through on them, your manager feedback won’t mean a whole lot.

After discussing your feedback, set clear expectations for follow-up actions and a timeline for any improvements or changes. Regularly check in with your manager to gauge progress and offer assistance if needed.

7- Personal Attacks

Constructive feedback for your manager should focus on behavior or performance, not on personal characteristics or attributes. Personal attacks can damage working relationships irreparably.

Keep your feedback objective and focused on specific actions or outcomes. Avoid making it about your manager as a person; instead, emphasize the professional growth and development aspects.

Closing words

Once the pirate voice comes into play, it is around time to wrap the blog post up. Giving constructive employee feedback to your boss is tricky. We know for a fact that it is an intimidating process. As long as you keep the fact that your manager is a human being with their own range of emotions, you should be alright as you’re giving constructive feedback to your boss.

If you end up following the constructive feedback examples for your manager that we highlighted in this blog post, you might be surprised at the positive impact it has on your relationship with your manager. That being said, each manager is different and we can’t act like the world of performance management is full of sunshine and rainbows, even though we might very much want it to be!

Sometimes, no matter how effectively you give your boss feedback about something, there is a chance they won’t take it well. Hey. That is on them. As long as you keep the culture of continuous feedback alive in your workplace, then you have nothing to worry about.

That, however, might be easier said than done. Exchanging feedback is difficult if you’re working in a remote setting. There are no simple taps on the shoulder or quick chats over coffee. This is where remote feedback tools come into play. There are many feedback models you can try out. If you are giving feedback in Microsoft Teams.

We just have to remind you that Teamflect is always the best tool for feedback in the Teams ecosystem, thanks to all the awesome employee feedback templates it provides users with!

Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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