Constructive Feedback to a Manager

Companies have come a long way since the "parental, because I told you to do it my way" management styles and the new "we are all equal in this company" rah, rah, teambuilding style of structure. But, the one thing that lingers on the horizon is; why can't I tell my manager what they are doing that I see as a problem? This could help me as well as them in productivity and attitude adjustments. Many top executives are now seeing that if you don't check with the people actually doing the work on the front line, you miss the point altogether and wind up losing revenue and workers, do to bad morale and inefficient systems set up, by and for inexperienced or nonessential managers. The problem with these companies is that the structure is set up and overseen by these managers themselves and they are the ones reporting to the top brass of the corporations.

One of the problems that crops up between employees and their managers is that the mangers may have some privy information about a project or about the company that they cannot share with employees. Therefore, when they say that a certain shift or project be followed a way that you don't agree with, you may want to rethink storming in their office and telling them they are an idiot because any sane person would have known to do this the xyz way.

Also, each manager has a certain style of communication that they prefer be used when dealing with professional matters, so it is important to remember this whenever you are approaching any subject that has to do with your job. If this person does every interaction in person on a meeting basis, then you need to follow the manager's lead and meet in person with them. Same with email or written interactions, while one person thinks email is impersonal and lazy the next person may see email as a quick and efficient way to make sure everything in the office is in writing and traceable. It does pay to know how to approach the person who signs your paycheck; they can be your biggest ally.

So don't make the mistake I did and surprise them with your own assessment of how things should be done around here. Wait it out and keep a list of things you see that could be improved and then wait until the proper meeting time that both of you are calm and on an even keel to go over some of your suggestions.