Employees usually find it more challenging talking to a boss or manager about how they do their job. And there is no question about the role of a manager being so demanding and stressful. Also, there will always be someone who thinks they know better than a boss and has ideas of how things should work. But if you get the chance, suggest what they could do better. It’s essential to know what to tell your manager to improve on. When you give your boss feedback, you are not criticizing them — you’re telling them what needs improvement so that you can all do better. It’s not personal but rather about improving the workplace.
There are ways to tell your manager to improve on certain things or develop what the team needs to do a better job. For example, if something went well or poorly, you can tell your boss by giving specifics and asking for a particular opinion that may need input from others.
Here are 8 Great Examples of Things to Tell your Manager to Improve on:
1. Suggest to Develop a Culture of Creative Disagreement
A manager who wants to foster creativity needs to give their employees the freedom to advocate for their opinions, even when they’re unpopular or incorrect.
A culture of disagreement is a workplace environment created purposely for all employees to feel comfortable voicing their opinions in an unfiltered way, even when it means going against the conventional wisdom or their boss’s opinion.
Creativity thrives on challenges. Employees who aren’t afraid to say, “I think you’re wrong” are more likely to reveal powerful and unique ideas.
Creative disagreements are not just a matter of saying the opposite of what your boss or colleagues says or getting in their faces and argue with them. The only way to determine if an idea is any good is to subject it to vigorous debate.
The culture requires a tolerance for heated debate and tugging back-and-forth of opinion. But it doesn’t just magically happen on its own. It takes a manager to create an environment where people feel comfortable telling you when they think you are wrong.
2. Ask Your Boss to Mentor More Employees
A manager must help guide and develop the people you manage. It means supporting employees to develop their skills and succeed is an essential part of the job a manager has to do.
They have to mentor them for their careers to flourish. Being a good mentor requires a deep understanding of the employee’s strengths and weaknesses, what motivates them and what they need to succeed.
A lot of this information is available to your manager, so there are no reasons why they don’t use it to help employees grow personally and professionally.
Mentoring also provides valuable feedback on performance and improvement areas which helps employees feel supported by their manager. A good relationship between managers and mentees will lead to increased engagement.
Read also: 14 Key Areas of Improvement for Managers
3. Suggest to Your Boss to Shadow all Direct Reports
Your manager is supposed to lead by example. Shadowing employees once in a while is one way to do it. Shadowing employees means block scheduling your calendar and spend a day following them and do what they do.
The goal of this is twofold. First, it’s an easy way to build trust with the employee. Second, it’s good for the manager to have some exposure to the daily work they do.
Shadowing is a simple but effective way for a manager to expand their field of vision. If a manager can see and hear what their direct reports experience every day, then the distance between them seems less daunting.
And that helps managers make better decisions, which leads to more effective and more satisfying work.
4. Propose to Your Manager to Give Each Employee Specific Goals
A manager must have the skills to set goals and give people control to achieve them. Setting goals is a better way to empower employees, so long as the goals are quantifiable. And here is one way to do it.
Your manager should create a specific goal or set a goal for the team to achieve over the next quarter. Once you have a clear goal, break it into tasks that have to be completed by each team member in a finite period.
The manager should let every person work out their order in which to complete those tasks. Remember, the goal should be something everyone involved in the project can understand.
It will be a great way to establish a shared goal for the team and promote personal accountability. This approach gives people a sense of ownership.
5. Suggest Improvement in Responding to Emails
Many employees work every day with managers who never responded to their emails or bothered to read them.
Emails can be a nightmare for many managers. Unless someone has a decent email system that enables you to respond — everything is fine. The moment a manager has to reply to 100 messages a day, there’s going to be a problem.
However, not responding to emails is problematic and can make the working experience with a manager who doesn’t reply a nightmare.
A few missed emails don’t matter in the long run when you are busy or distracted. But, over time, repeated non-response may communicate a message of disregard that leads to poor morale.
Silence from a manager can cause employees to feel undervalued. You want your employee to feel as if you care about their work and work progress. Anyone leading others is supposed to act responsibly and professionally.
6. Ask Your Manager to Praise Employees in Public
Employees do not like a manager badmouthing or criticizing them in front of colleagues or other people. It is good and more professional to praise employees in public but criticize them in private.
A manager should ideally only give feedback to team members when alone. When someone does a poor job, it can be helpful to call them in one-on-one and tell them where they went wrong.
If a manager must scold someone in public, they should not belittle the person and must keep their tone as professional as possible. Otherwise, they can explain in private what they want an employee to do differently.
There’s no reason for making them feel bad. It doesn’t benefit anyone and will only cause people to feel demoralized.
Public humiliation is not constructive, and it is difficult to get help from employees who have been publicly humiliated or shamed. Instead, use this time in private to help them improve the quality of their work.
7. Suggest to Your Boss to Be Clearer with Expectations
When your manager does not communicate expectations clearly, it can be frustrating. It’s quite common for managers to either forget or don’t bother at all letting employees know what they want.
While not all managers are like this, it can be frustrating when they don’t communicate their expectations.
They throw a bunch of documents and spreadsheets on your desk, but they do not give you any indication of what they want. They tell you to get on with it. So, you are not sure of how they want it done or if they would prefer something else entirely.
Sure, you can guess what they want based on previous projects. But since they did not specify anything and it is unclear what they expect.
As a result, you do what you think is right, and then your manager gets upset when they receive something different from their expectations.
8. Ask for a Degree of Freedom to Do Your Job
When your manager makes an appearance, take them aside and explain that the most fulfilling way you can contribute to the team is by being a self-directed worker who is trusted to manage your work.
Point out that you like to have a certain degree of freedom to do what needs to be done in the best way your know-how. You want to do your job well and for it to be judged on its merits, not micromanaged.
Good managers do not micromanage you. They always have implicit faith in your ability to do the job at hand. They believe you have the intelligence to handle your work without intrusive oversight.
Talking to the team about a project you’re working on, but having your boss walk over and ask one or two process-related questions, is not micromanaging.
Also, a manager who asks for status at the times you set and just at the level of detail you are comfortable with is not micromanaging.
If, on the other hand, your boss interrupts your part of a project with endless ideas or keeps nagging you for more details, they are micromanaging.
Good managers learn when the right time is to discuss new ideas or seek updates on a task or project.
Your manager may be a person with good intentions who trust you to do your job. That’s great, but you may also need to explain to him or her why micromanaging is wrong and counterproductive.
You may not know all the details about being a manager, but there are ways for you to offer suggestions on how they can do better.
For instance, if you notice a recurring issue on the team that needs solving or an opportunity that would benefit from someone else, mention them in a way where they will not feel forced into doing something they don’t want to do.
What are some things your boss may not know about their job but could benefit from knowing? Let us know in the comments below