You probably wouldn’t think twice about giving feedback to a colleague, but when it comes to your boss? That’s a whole different ball game. Many employees hesitate to speak up, fearing retaliation, awkwardness, or simply believing that feedback should only flow downward. But in a truly healthy work environment, feedback is a two-way street.
“I believe people can give negative feedback to anyone, including their manager,” says Sharon DeLay, president of the firm GO-HR, who has decades of experience in the workplace as a certified Equal Employment Opportunity (EEO) investigator. “This is necessary for a growth-oriented, productive workplace where people want to be.”
The key is knowing how and when to do it. If your company fosters an open feedback culture, it’s not just acceptable—it’s encouraged. However, even in workplaces where upward feedback isn’t that common, there are ways to do it effectively while maintaining professionalism and respect.
So, what’s really considered negative feedback? Is it the same as constructive feedback? And how do you make sure your concerns are heard without damaging your relationship with your boss? Here's how to give negative feedback to your manager.
Negative feedback vs. constructive feedback
First, let’s clear up a common misconception: Negative feedback doesn’t necessarily mean harsh or critical. Instead, it refers to any feedback that highlights a problem, points out an area for improvement, or addresses a concern. That being said, constructive feedback is a way of delivering negative feedback with a solution-oriented approach.
Our goal here is to help you shape your negative feedback into a constructive one. Wondering what is an example of negative feedback to a manager? Check how adjusting the tone makes all the difference:
- Negative feedback: “You never give me clear directions.”
- Constructive feedback: “I sometimes struggle to understand my tasks. Could we set clearer expectations at the start of projects?”
See the difference? The purpose isn’t to complain—it’s to initiate a productive conversation that leads to positive change.
When should you give negative feedback to your manager?
First, analyze if the company establishes a culture that allows for this. “If this is not the way things are done from the top down, then it won’t happen from the bottom up,” DeLay says. Great companies provide feedback workshops to their employees and encourage everyone, especially leaders, to foster a two-way feedback culture. “There needs to be training for managers on how to give feedback effectively and constructively—and then those managers need to teach this skill to their team,” she says.
If you notice there's a green line for two-way feedback, make sure your words will be delivered correctly. Timing and setting are everything. You don’t want to catch your boss off guard or approach them when they’re already stressed.
Here are a few guidelines on when not to give feedback—to ensure it’s received well when you do.
- Not during a crisis: If your manager is dealing with an urgent issue, wait for a calmer moment.
- Not in public: Criticizing in front of others can make your manager defensive. Request a one-on-one meeting so you can have an open, direct conversation.
- Not when emotions are high: If you’re frustrated, take time to cool down and gather your thoughts. “Sleep on it,” DeLay says. “Write an email and let it sit overnight. Time heals many things, including our choice of words!”
- Not months after the fact: If an issue is affecting your work, don’t wait until your next performance review to address it. That may be months away and it can sound like you held a grudge.
How to give negative feedback to your manager—without burning bridges
Now that you know when to give feedback, let’s talk about how.
Prepare your speech
“After emotions have cooled, script out what you want to say and then walk away from it for a while,” DeLay says. “When you revisit the script, you’ll probably edit it more. The more objective and factual you can be, the better.”
Ask for permission
Before launching into feedback, set the stage. Don't catch your manager off guard. A simple, “Would you be open to some feedback on how we work together?” can go a long way in making your manager feel included rather than attacked.
Stay professional and objective
Stick to facts, not feelings. Instead of saying, “You micromanage everything,” try, “I noticed that I receive detailed instructions on every step of my tasks. I’d love to have more autonomy to make decisions.”
Use “I” Statements
“I” statements help prevent defensiveness. Compare these two approaches:
- “You always interrupt me in meetings.” (Accusatory)
- “I sometimes feel like I don’t get to share my thoughts in meetings. Can we find a way to balance that?” (Constructive)
Offer solutions
Bringing a solution to the table shows initiative. Instead of just pointing out an issue, suggest ways to improve it. For example: “I’ve noticed our weekly check-ins run over time, and we don’t always cover everything. Would it help if we had an agenda beforehand?”
Be open to their perspective
Your manager might have a different view of the situation. After sharing your thoughts, ask, “What are your thoughts on this?” This keeps the conversation collaborative rather than confrontational.
Negative feedback to manager examples
Need more help refining the vision for certain scenarios? We've got your back. Take note of these examples of negative feedback for a manager:
Example #1: When you feel overworked
I’ve been having a hard time keeping up with my workload lately. I want to make sure I’m delivering high-quality work, but I’m struggling to meet all the deadlines. Could we discuss prioritizing tasks or finding additional support?
Example #2: When you don’t get enough feedback
I really value your input, and I’d love more feedback on my work so I can continue to grow. Could we set up regular check-ins to discuss my progress?
Example #3: When their communication style is challenging
I’ve noticed that I sometimes struggle to understand project expectations. Would it be possible to have a quick recap at the end of our meetings to ensure we’re on the same page?”
Example #4: When you disagree with a decision
I see the benefits of the new approach, but I have some concerns about how it might impact our team’s workload. Could we explore alternative solutions?
Example #5: When you feel undervalued
I really enjoy working on this team, and I’d love to discuss ways I can grow within my role. Are there opportunities for me to take on more responsibility or develop new skills?
Also know when to let it go
Not every issue requires feedback. If your manager is known to be dismissive or retaliatory, it may be best to document concerns and escalate them when necessary. If the problem is minor and doesn’t affect your work significantly, sometimes it’s best to let it go for the sake of your own peace of mind.
Feedback should always be a two-way road
Giving negative feedback to managers can feel daunting, but it’s an important skill that can improve your work environment and professional relationships. The key is to approach the conversation with professionalism, objectivity, and a solutions-focused mindset. Prepare your speech, land it in a professional tone, and focus on solutions. After all, a great workplace is built on honest, constructive conversations at every level.