Last updated on Jul 25, 2024

Here's how you can effectively provide feedback to someone more senior or experienced than you.

Providing feedback to someone with more experience or a higher rank can be daunting. It requires a delicate balance of respect, clarity, and tact. Whether you're in a corporate setting, on a team project, or in any professional environment, the ability to convey constructive criticism upwards is a valuable skill. It's important to remember that feedback is not just about pointing out what's wrong, but also about fostering growth and improvement. By approaching this task with the right mindset and techniques, you can contribute positively to the professional development of your seniors and enhance your own standing as a thoughtful and effective communicator.

1 Prepare Well

Before you approach a senior with feedback, ensure your points are well-thought-out and based on concrete examples. This preparation shows respect for their time and positions your feedback as constructive rather than critical. Make sure your comments are objective and focus on specific instances rather than general impressions. If possible, practice your delivery with a trusted colleague to refine your message and ensure it is clear and concise. Remember, the goal is to aid in improvement, not to undermine confidence or authority.

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2 Choose Timing

Timing is crucial when delivering feedback to someone more senior. Look for a moment when they are most receptive, avoiding high-stress periods or moments of public scrutiny. Opting for a private setting can help prevent defensiveness and allows for an open, two-way conversation. If you're unsure about the best time, consider asking them when they would be open to discussing some observations you've made. Respecting their schedule and workload can make them more amenable to your insights.

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3 Be Respectful

Respect is the cornerstone of any feedback process, especially when the recipient is more senior. Begin your conversation with positive affirmations about their work or leadership before transitioning to areas of potential improvement. Use language that is polite and professional, avoiding accusatory or confrontational tones. Acknowledge their experience and frame your feedback as suggestions rather than directives. This approach not only conveys respect but also encourages a more favorable reception of your insights.

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Carlye Cunniff

Current: Principal Strategic Designer @ Amazon. Former: Head of UX | Facilitator | Creative Team Builder. I'm always exploring how slower living, creative problem solving, and design thinking fit together.
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It's also helpful to recognize your own behaviors that may contribute to the feedback you're giving. Be open to listening to their perspective, and willing to explore the 'why' behind their behaviors. Be forthcoming about why you're bringing up this feedback - even those this person may be more senior than you, receiving critical feedback is hard. A verbal reminder that you're sharing it because you trust and respect them can go a long way.

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4 Focus on Behavior

When providing feedback, concentrate on behaviors and outcomes rather than personal attributes. Discuss actions and their impact on the team or project, and avoid making judgments about character. This objective stance helps keep the conversation productive and prevents it from becoming personal. By focusing on what can be changed or improved rather than inherent traits, you foster a constructive dialogue that can lead to real change.

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5 Suggest Solutions

Offering solutions or alternatives alongside your feedback can demonstrate your commitment to positive outcomes. Instead of just highlighting what went wrong, suggest actionable steps that could lead to improvement. This collaborative approach shows that you are invested in the success of the person you're advising and the broader goals of the organization. It also positions you as a problem-solver, not just a critic.

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6 Follow Up

After providing feedback, it's important to follow up. This shows that you are genuinely interested in seeing improvement and are willing to support the process. Depending on the situation, a follow-up could be a simple check-in to offer additional help or to discuss any changes that have been made. It also provides an opportunity for the senior to give you feedback on how your comments were received and whether they found them helpful.

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Carlye Cunniff

Current: Principal Strategic Designer @ Amazon. Former: Head of UX | Facilitator | Creative Team Builder. I'm always exploring how slower living, creative problem solving, and design thinking fit together.
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Many of us don't immediately do well when faced with critical feedback - it's normal (and understandable) to need time to process. Allow your leader time to both recognize and integrate the feedback, and come back to you with further questions or follow up actions.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can effectively provide feedback to someone more senior or experienced than you.

1

2

3

4

5

6

7

1 Prepare Well

2 Choose Timing

3 Be Respectful

4 Focus on Behavior

5 Suggest Solutions

6 Follow Up

7 Here’s what else to consider

Facilitation

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Here's how you can effectively provide feedback to someone more senior or experienced than you.

1

2

3

4

5

6

7

1 Prepare Well

2 Choose Timing

3 Be Respectful

4 Focus on Behavior

5 Suggest Solutions

6 Follow Up

7 Here’s what else to consider

Facilitation

Rate this article

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