44+ Manager Feedback Examples In 2025

Feedback is only effective when it is a two-way conversation in an office environment. It serves as a crucial step in prompting individuals to re-evaluate their work performance and identify areas for improvement.

However, managers often find it easier to provide feedback to employees than the other way around, as employees may fear damaging their relationships or job position if their constructive feedback is misunderstood as criticism. 

Therefore, if you are an employee struggling with these concerns, this article will help with tips to deliver effective manager feedback examples for reference. As well as to help you overcome your pressures, and to bridge the gap between boss and employee, making it easier for both parties to discuss.

Table of Contents

• Why?
• The Hows 
• Specific Cases
• Examples
• More Tips
• Key Takeaways 

Why Does Providing Feedback To Managers Matter?

Providing feedback to managers is crucial because it helps improve communication, performance, and improve mental health at work as follows: 

• It allows managers to identify their strengths and weaknesses, along with areas where they need to improve. By receiving feedback, they can take action to enhance their performance.

• It helps managers understand the impact of their actions on their subordinates and the overall team. Managers need to ensure that their decisions align with the organization's goals, values, and culture.

• It helps create a culture of transparency and trust within the workplace. When employees feel safe and comfortable giving feedback, they'll be ready to share their thoughts and ideas, which can lead to improvements in decision-making, problem-solving, and innovation.

• It improves employee engagement and motivation. When managers receive and revise according to employee feedback, they show that they care about employees' growth and development. This can lead to increased job satisfaction, motivation, and loyalty.

• It promotes a culture of growth, and continuous improvement, which are essential for the long-term success of any organization.

How To Provide Feedback To Your Manager Effectively 

Giving feedback to your manager can be a tricky task, but if done effectively, it can lead to a better working relationship and improved job performance. Here are some tips on how to provide feedback to your manager effectively:

Choose the right time and place

Because it is an important conversation, you'll want to choose a time and place that works for you and your manager.

You can choose a time when both of you are not under stress, in a poor health condition or in a hurry. Also, make sure to have a private space where you can discuss the feedback without interruptions.

Be clear and specific

When giving feedback, be clear and specific about the behaviour or situation you want to address. You could give specific examples of the behaviour, when it occurred, and how it impacted you or the team. 

Using objective language and avoiding making assumptions will help make your feedback more realistic and constructive.

Focus on the behaviour, not the person

It's crucial to focus on the behaviour or action that needs to be addressed, rather than attacking the person or their character. 

Help your manager see their good points and minimize their weaknesses rather than make them feel horrible about themselves, okay?

Use "I" statements

Using "I" statements instead of "You" to frame your feedback will show how the behaviour impacted you or the team without sounding accusatory. 

For example, "I felt frustrated when I wasn't given clear instructions for the project" rather than "you never give clear instructions.

Listen to their perspective

Provide your manager time to respond after you've given your feedback. You can listen to their perspective and understand their point of view. 

It is an opportunity to help both sides connect as well as can help you develop a more collaborative approach to problem-solving.

Offer suggestions for improvement

 You could offer suggestions for improvement rather than just pointing out a problem. This shows your commitment to supporting your manager in developing, which can lead to a more positive outcome.

End on a positive note

You might end the feedback conversation on a positive note and recognize any positive aspects of the situation or behaviour. This will help you maintain a positive working relationship with your manager.

Specific Cases of Manager Feedback Examples

Here are some specific examples of how to give feedback to your manager: 

Providing instructions - Manager Feedback Examples

• "When I receive tasks from you, I frequently feel unsure of what you expect from me. Can we arrange some time to discuss objectives and provide more guidance for upcoming activities and tasks?"

Giving recognition - Manager Feedback Examples

• "I and our whole team worked really hard on the last project. We know we deserve recognition for our efforts. But we wonder why we haven't received any yet. It means a lot if you - a manager recognize us publicly. Can we discuss celebrations of this project or ways to get more recognition for contributions?"

Communicating ineffectively - Manager Feedback Examples

• "I have noticed that communication between us is not as effective as it could be. I would appreciate more timely and direct feedback on my work. Also, I believe it would be good if we had more frequent check-ins to review progress and any challenges that arise."

Respecting boundaries - Manager Feedback Examples

• "I wanted to have a conversation about my current workload. I'm having trouble balancing my career and personal life. I would appreciate it if we could discuss ways to prioritize tasks and set realistic deadlines to respect boundaries in my life."

Mental Health - Manager Feedback Examples

• "I wanted to let you know that I've recently been battling with my mental illnesses, which has been affecting my ability to focus at work. I'm working on getting the support I need, but I wanted to let you know in case you notice a reduction in my performance."

Micromanaging - Manager Feedback Examples

• "I don't feel like I have enough autonomy on my projects, and I'd like to have more ownership of my work. Can we talk about how to build trust in my abilities so that I can work more independently?"

Addressing conflicts - Manager Feedback Examples

• "I've noticed some unresolved conflicts among the team members. I believe it is critical to address them proactively to prevent any bad effects on team morale. Can we talk about how to address these problems?"

Provide resources - Manager Feedback Examples

• "Due to a shortage of resources, I've been having difficulties finishing tasks. Can we talk about how we can help me to access the needed resources to complete my work efficiently?"

Giving constructive criticism - Manager Feedback Examples

• "I would appreciate more constructive criticism on my work. It would be helpful to understand exactly where I can improve so that I may keep moving forward in my role."

Assigning tasks - Manager Feedback Examples

• "There seems to be a lack of delegation on the team. I have noticed that some of us are overburdened, while others have fewer responsibilities. Could we talk about how to delegate tasks effectively and fairly?"

Positive feedback to your manager examples

• "I really appreciate how you keep taking the time to listen to my thoughts and worries. Your willingness to hear my point of view helps me feel valued."

• "Since joining the team, I've learned so much from you. Your knowledge and experience have been invaluable in helping my professional development."

• "I truly appreciate how you've pushed work-life balance on the team. It's been wonderful for me to have time away from work to care for my mental health."

• "I wanted to express my appreciation for your amazing leadership during the recent difficult crisis. Your measured and calm approach helped the team focused and on track."

• "I want to thank you for the support you provided during the last project. Your encouragement and guidance helped me to produce my best work."

• "I appreciate your management style and the way you lead the team. You motivate and inspire us to do our best work."

• "Thank you for checking in with me last week when I seemed overwhelmed. Your support and understanding helped me feel seen and heard."

• "Thank you for taking the time to recognize our hard work and achievements. You let us know that our efforts are appreciated and valued."

• "I appreciate your trust in me for new challenges and responsibilities. It's helped me build confidence and more invested in my work."

Examples of Constructive Feedback for Managers

Providing constructive feedback to managers is a delicate but crucial process. It helps build stronger leaders and, ultimately, stronger teams. By being prepared, specific, and supportive, you can contribute significantly to your manager’s professional development and the overall success of your organization.

Here are 25 examples used in different scenarios.

Show Appreciation to Managers

Around 53% of senior leaders and 42% of senior managers are seeking greater recognition in their workplace. Providing feedback to managers is a great way to acknowledge their efforts and contributions.

Here are five examples of feedback that show appreciation to managers:

1. "I really appreciate the way you lead our team. Your ability to guide us through challenging projects while maintaining a positive and motivating atmosphere is remarkable. Your leadership makes a significant difference in our daily work experience."
2. "Thank you for your constant support and guidance. Your insights and advice have been invaluable to my professional growth. I'm grateful for your willingness to always be available to discuss concerns and brainstorm solutions."
3. "I want to commend you on your exceptional communication skills. Your clear and concise way of conveying information helps us understand our goals and expectations better. It's refreshing to have a manager who prioritizes open and honest communication."
4. "Your efforts in creating a positive and inclusive work environment haven't gone unnoticed. I've seen how you encourage teamwork and respect among all team members, which significantly enhances our work culture and overall job satisfaction."
5. "I'm grateful for the personalized mentorship and the professional development opportunities you've provided me. Your commitment to not just our team's, but also each individual's growth and success is truly inspiring."

Raise Awareness about Problems with Leadership

The goal of raising awareness is not to point fingers but to create a constructive dialogue that leads to positive changes and a healthier work environment. It is crucial for fostering a healthy and productive workplace environment.

Here are several strategies to effectively bring attention to leadership issues:

1. Dealing with Resistance to New Ideas: "I've noticed that new ideas and suggestions from the team are often not explored. Encouraging a more open approach to innovative thinking might bring fresh perspectives and improvements to our projects."
2. Addressing Lack of Recognition: "I wanted to express that the team greatly values encouragement and recognition. We feel that more frequent feedback on our work, both positive and constructive, could significantly boost morale and motivation."
3. Concerning Poor Conflict Resolution: "I think conflict resolution within the team could be improved. Perhaps we could benefit from training on conflict management or establishing clearer protocols for addressing disputes."
4. Regarding Lack of Vision or Direction: "I feel that a clearer sense of direction from leadership would greatly benefit our team. Having more insight into the company's long-term goals and how our work contributes to these objectives might enhance our focus and drive."
5. On Micromanagement: "I've noticed that there tends to be close oversight on many of our tasks, which can sometimes feel like micromanagement. It might be more empowering for the team if we could have a bit more autonomy in our roles, with your support and guidance available when we need it."

Notify Managers of Work-related Issues

When giving feedback about work-related issues, it's helpful to be specific and suggest potential solutions or areas for discussion. This approach ensures that the feedback is constructive and actionable, facilitating positive changes and improvements.

Here are five examples of how to effectively communicate such issues:

1. Addressing Work Overload: "I've been experiencing a significant workload increase recently, and I'm concerned about maintaining the quality of my work under these conditions. Could we discuss possible solutions, such as delegating tasks or adjusting deadlines?"
2. Concerns About Resource Shortages: "I've noticed that we're often running low on [specific resources or tools], which is impacting our team's efficiency. Could we explore options for better resource management or consider acquiring additional supplies?"
3. Raising an Issue with Team Dynamics: "I've observed some challenges in our team dynamics, particularly in [specific area or between certain team members]. I believe addressing this could enhance our collaboration and overall productivity. Maybe we can look into team-building activities or conflict-resolution strategies?"
4. Feedback on Ineffective Processes or Systems: "I wanted to bring up some inefficiencies I've encountered with our current [specific process or system]. It seems to be causing delays and extra work for the team. Would it be possible to review and streamline this process?"
5. Highlighting a Lack of Training or Support: "I've realized that I need more training or support in [specific area or skill] to perform my duties effectively. Are there opportunities for professional development or mentoring in this area that I can take advantage of?"

Address Miscommunications

Miscommunications are prone to happen in professional settings. with managers is essential to ensure clarity and prevent further misunderstandings. When giving feedback on miscommunications, it's important to approach the conversation with a positive and collaborative attitude, focusing on the need for clarity and mutual understanding.

Here are five examples of how you can provide feedback on such issues:

1. Clarifying Project Expectations: "I noticed there was some confusion regarding the expectations for the [specific project]. I believe it would be beneficial if we could have a detailed discussion or written brief outlining the exact requirements and deadlines to ensure we're all aligned."
2. Discussing Unclear Instructions: "During our last meeting, I found some of the instructions a bit unclear, particularly around [specific task or objective]. Could we go over these again to make sure I fully understand your expectations?"
3. Addressing Communication Gaps: "I've observed that sometimes there are gaps in our communication which can lead to misunderstandings, especially in email correspondences. Maybe we could establish a more structured format for our emails or consider brief follow-up meetings for clarity?"
4. Feedback on Inconsistent Information: "I've encountered some inconsistencies in the information provided in our recent briefings, specifically regarding specific topics or policies. Could we clarify this to ensure everyone has the correct and updated information?"
5. Resolving Misunderstandings from Meetings: "After our last team meeting, I realized there might be a misunderstanding about [specific discussion point]. I think it would be helpful to revisit this topic to clear up any confusion and confirm our next steps."

Asking for Guidance

When asking for guidance, it's beneficial to be specific about what you need help with and to show openness to learning and adapting. This not only helps in getting the support you need but also demonstrates your commitment to personal and professional growth.

Here are five examples of how you can seek guidance through feedback:

1. Seeking Advice on Career Development: "I'm very interested in advancing my career and would value your input. Could we schedule a time to discuss my career path and the skills I should focus on developing for future opportunities within the company?"
2. Requesting Support for a Challenging Project: "I am currently facing some challenges with [specific project or task], particularly in [specific area of difficulty]. I would appreciate your advice or suggestions on how to navigate these challenges effectively."
3. Asking for Feedback on Performance: "I'm eager to improve in my role and would greatly appreciate your feedback on my recent performance. Are there areas where you think I can improve or any specific skills I should focus on?"
4. Inquiring About Team Dynamics: "I've been trying to enhance our team's efficiency and collaboration. From your experience, do you have any insights or strategies that could help in improving our team dynamics?"
5. Guidance on Handling Workload Management: "I'm finding it quite challenging to manage my current workload effectively. Could you provide some guidance on prioritization or time management techniques that could help me handle my responsibilities more efficiently?"

More Work Tips with AhaSlides

• Mid year review examples
• Examples of feedback for colleagues
• Employee Performance Evaluation

Key Takeaways

Providing feedback to your manager can be a valuable method for improving communication and creating a healthy workplace. In addition, constructive feedback can help your manager to identify their problems and improve their leadership skills. 

With the right approach, giving feedback to your manager can be a positive and productive experience for both parties. So, don't forget AhaSlides is a great tool that can facilitate the process of giving feedback, whether it's through anonymous Q&A, real-time polling, or interactive presentations in our template library.