Giving and Receiving Upward Feedback
Help employees speak to managers.
The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.
[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Prepare upward feedback. My manager's behavior and its effect on my work: [BEHAVIOR_AND_EFFECT]. Our relationship and how open they are: [RELATIONSHIP]. What I want to change: [DESIRED_CHANGE]. Produce: a framing of the feedback as a request to work better together; a short script (80 words) using situation, behavior, impact, and request; two softer alternatives; questions that invite their view; timing and setting advice (private, planned, not after a bad day); and responses to defensiveness, dismissal, and agreement. Add a checklist to test whether the feedback is ready (specific, about behavior, tied to work outcomes, offers a solution), a follow-up message (60 words), and a plan for what to do if nothing changes (skip-level, HR, trusted mentor) with a caution that formal processes protect different things and may have risks, so ask a trusted adviser. If the behavior is harassment or discrimination, use the formal complaint route [VERIFY]. Provide two more scripts for common situations, such as unclear priorities and last-minute requests, each in about 50 words, and a note on following up with a short thank-you message after the conversation, whatever the response.
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