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Do you want to be able to give feedback to your manager, feel comfortable doing it, and avoid that hopeless, gut-wrenching feeling of being trapped? Do you want to know how to ask for what you need effectively? If so, what do you say and what is the best method to deliver it to get results? We’ll cover that in this blog post right now. 

Importance of Asking for What You Need

First and foremost, you have to ask for what you need. People cannot be happy unless they are known, feel connected to someone, feel relevant to the team, and know that they are winning on a constant basis. You will not feel connected, known, relevant, or like you’re winning if your needs aren’t being met and if you don’t feel listened to.

If you need certain things from your supervisor, it is crucial to ask for them. You deserve to have your needs met, whether it’s the environment, equipment, training, opportunities, or advice. Developing the skills to set boundaries and ask for what you need in your role is essential for you to feel engaged.

What Happens If You Don’t Get What You Need

If you don’t get what you need, you will get frustrated and might leave or engage in “silent quitting,” where you don’t give 100%. This isn’t in line with your integrity and will only lead to negative outcomes if you let it fester.

You might think, “I don’t like conflict, I’m not used to advocating for myself, and I don’t feel comfortable.” This can be especially hard if you have a male boss and you’re a female. Let’s go through a method you can implement to get past these fears.

How to Give Constructive Feedback Using the Feedback Method

The feedback method or framework is very helpful. To be clear, criticism is not a thing; constructive criticism is not a thing people should experience. The feedback model has two approaches:

  1. Compliments: When someone takes action and accomplishes something, show up and say, “Hey, great job.” Compliments are beautiful and everyone appreciates sincere ones.
  2. Feedback for Improvement: This involves a trigger, action, and outcome. Instead of showing up after the action, you can say, “Hey, I noticed that if you did this, you would get this,” or, “If we worked together this way, we would get this outcome.” This method is as positive as a compliment but is given before the action.

Different Examples of Giving Feedback to Your Manager

Training Needs

If you need training, and it hasn’t been on the table historically, you could say, “Hey, I noticed that when we’re doing these tasks, I take quite a bit of time. I want to cut that in half so I can focus on these other tasks or better get them to you. I’ve researched this training that could be purchased for me by the company. If I took the training and implemented it, I would be able to accomplish the reporting or assignment on time, making for a better experience and allowing me to take on other assignments.”

Addressing Behavior

If you need your boss to stop being harsh, you could say, “Hey, I noticed that when you’re stressed, you can come off kind of harsh and critical. I get nervous when that happens and shut down, which affects my work. I wonder if you said, ‘I’m having a hard time right now,’ and asked for what you needed in the moment, if it would help you feel less frustrated and help me avoid shutting down. This way, we could get through it together and stay connected.”

How to Frame Constructive Feedback

  1. Observation, not Feeling: Start with an observation, not an accusation.
  2. Keep Your Feelings Your Responsibility: Own your emotions without blaming.
  3. Intend to Help: Frame your feedback with the intention of being helpful.
  4. Look Forward: Focus on possible future outcomes and be willing to pair with the person.

For example, saying, “Hey, you’re a jerk sometimes, and I don’t like working with you,” is unhelpful and doesn’t provide a clear action for improvement. Instead, use the feedback pattern: “I noticed, if you did this, you would get this,” to connect positively.

Important Reminders About Giving Feedback

You can set boundaries, such as, “When this happens, I feel like this, and I can’t do that. Let’s brainstorm a solution.” Make sure to own your emotions, set clear boundaries, be helpful, and have a positive mindset.

If your feedback isn’t accepted or changes aren’t made, you’ll need to make some decisions. Hopefully, this enables you to give feedback more often.

Learn More with These Resources

Remember, be clear, ask for what you need, know your boundaries, and provide feedback with the intention of connecting. Normalize open communication and practice these conversations. Even if your boss doesn’t respond well, at least you’ll know where you stand and can make changes as needed.

I hope you’ve found this blog post helpful. We have more great content coming, so stay tuned!

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!