Tell your boss

Is it ok to tell your boss that they are not doing a good job?

The simple answer is yes. The more complex answer is how?

In reality, this type of conversation is about both of you. The initial engagement needs to be thought through carefully with a number of considerations taken into account.

What would the best possible outcome look like?

A great outcome would be to have weekly 20-30 minute catch ups where both parties are engaged in the provision of open, honest and respectful feedback to each other which affirms what is working well and why and developmental feedback on what can be improved and how. Mutual ground.

Food for thought? 

Your initial approach needs thoughtful consideration. Most people do not like being told anything about themselves in a negative or confrontational manner as it may be perceived as a personal attack which can quickly escalate or be shut down. Take some time to think about your manager and their daily routine. Is there a time when they are more open, relaxed and approachable? What type of mood or emotional state might they be in? Do they prefer a chat at any time or a scheduled meeting?

How to get started?

Create a meeting with your manager to discuss your interest in participating in 20-30 minute one on one weekly meetings to provide each other with feedback on performance and general matters that arise during the week. Mention the weekly catch ups are to continually improve your own capabilities, skill and performance to ensure you are fulfilling your roll and responsibilities. At this early stage of the conversation it is all about you and how you can improve yourself. You can then ask your manager for their thoughts in an effort to build some mutual understandings. Ask your manager when can we start and what would an agenda look like for them? Ensure you ask if they are ok giving and receiving feedback.

Topics for the first meeting?

To ensure both parties make the most of the short time frame in each catch up, seek and confirm clarity around some ground rules. These could include an agenda, expectations, goals and agreed behaviours. When feedback is provided it is essential for it to be delivered positively and broadly following the principles of what has worked well and why along with what could be improved and how? It is positive, supportive and uplifting even when discussing what can be improved. It is not a session of criticism, sharing negative sentiment or putting each other down.

Evaluation

It is a great idea to evaluate the content, contribution and timing of the meetings on a monthly basis to ensure both parties are working positively and constructively in an open and honest manner to ensure the ongoing success of the meetings.

Creating the environment where it is safe for open honest discussions between direct reports and their manager is a must and will lift the relationship to higher levels of understanding, mutual trust and commitment.

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• Employers
• Leadership
• Workplace
• Power
• Culture