360 Feedback Examples For Your Manager In Oakland
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Positive Feedback examples “I appreciate how you always listen to our ideas and encourage open communication within the team. “Your ability to stay calm under pressure sets a great example for the rest of us. “The way you break down complex projects into manageable tasks is incredibly helpful.
"You're very inspirational and give the team excellent motivation to achieve our goals" A motivational leader can encourage employees to be more productive. If your manager encourages team members to perform well and meet personal and team goals, you could comment on this in their review.
360 Degree Feedback Examples For Motivational skills: “I really appreciate how you recognize and appreciate our hard work. It feels great to know that our efforts are noticed and valued.” “Thanks for always providing us with opportunities for growth and development.
To write good feedback, be specific, constructive, and respectful. Focus on both strengths and areas for improvement. Use clear examples to support your points and avoid vague statements. Frame your feedback as a way to help your manager grow and remember to be honest but tactful.
Positive feedback to manager examples: Positive performance acknowledgment: "I appreciate your outstanding performance on the project. Your dedication and attention to detail have greatly contributed to our success." Team appreciation: "Your teamwork skills are impressive.
Managerial feedback Example 1: “Your leadership skills have had a positive impact on the team. Your ability to motivate and inspire others to achieve their goals is commendable.” Example 2: “Your proactive approach to addressing customer concerns demonstrates your commitment to providing excellent service.
A Snapshot of Flawed Manager Behavior Arrogant, Know-It-All, and Bossy. Poor Communication Skills. Indecision and Lack of Organization. Complacency and Resistance to Change. A Willingness To Bend the Rules. Never Recognizing the Contributions of Others. Increase the Frequency of Manager Performance Reviews.
Focus on behaviour, not personality: Your feedback should address specific behaviours or actions rather than personal characteristics. This keeps the conversation professional and constructive. Be specific and provide examples: Vague feedback is not useful and can even cause undue frustration.
Provide concrete examples of situations where the manager's behavior was problematic. Describe what happened, how it impacted you or the team, and why you feel it was an issue. Frame the feedback in terms of how the manager's actions affected the work, rather than criticizing their personality or character.
