How can I help create a culture of trust and feedback in my organization?

When it comes to creating a culture of trust and continuous feedback – a workplace where feedback is encouraged and celebrated across all levels and departments – many world-class organizations have turned to flexible software solutions such as Conversations®, part of Workhuman Cloud. With such solutions, feedback can be requested and received by anyone at any time.

When are the best times to offer feedback to managers?

In a company culture of trust, employee feedback for managers need not be relegated to performance reviews. It is encouraged that you, as an employee, give unsolicited feedback to your manager frequently – whether it is positive feedback or negative feedback. If the feedback relates to a specific incident or a comment the manager made, it is important that feedback – both positive feedback and negative feedback – be given in a prompt and timely manner.

How do you evaluate a manager?

There are a number of areas in which it is productive for managers to receive feedback on how their leadership skills can be improved. An employee might provide critical feedback to a manager, explaining that the manager’s communication approach could be more effective, and is impeding the employee’s ability to stay on the right track and be as productive as possible. It is always important to be specific and give constructive feedback examples when speaking with your manager. And when managers are receptive and open to feedback, it goes a long way toward employee engagement – throughout the department and company.

What should I write about in the manager's feedback?

The Workhuman article about 360° feedback, referenced above, cites three basic traits on which to focus when giving feedback to managers: Leadership skills Problem-solving skills Employee engagement

7 Examples of Employee Feedback for Managers