A good manager always leads by example – but the best know how to incorporate the feedback from their team in order to push forward on a day-to-day basis. Unfortunately, many employees – particular temporary workers and temp-to-hire employees – fail to provide the kind of productive feedback good managers need to drive success.
Wait Until You’re Asked
First, try to avoid giving your managers and supervisors feedback until they ask for it. Generally speaking, managers are far more open to your feedback – and more likely to implement your suggestions – when they’re expecting it.
But most managers ask for – and are willing to accept – feedback on a near-constant basis. Be on the lookout for suggestion boxes, open-door policies, and other features, as these are often designed to collect employee feedback on a day-to-day basis.
Provide Feedback From Your Perspective
It’s perfectly natural for employees to imagine themselves taking over the roles of their managers and supervisors – but this perspective won’t improve your feedback. Managers are already viewing the workforce from the topmost perspective. It’s up to you to give them some insight that they can’t find on their own.
Assuming this position also lets you maintain some boundaries when providing your feedback. Remember: The viewpoint of the average employee – especially temp-to-hire and temporary workers – doesn’t include the entire scope of the manager’s role. There are a number of factors at play, many of which happen behind the scenes, which you simply can’t account for when speaking from the worker’s perspective.
Knowing When to Hold Your Tongue
In some cases, it’s simply best to hold your tongue. If your feedback wasn’t specifically requested, or if you’re new to the workplace, it might be best to stay quiet and, if the problems are serious enough, looking elsewhere for employment.
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