![\"5](\"https:\/\/www.quantumworkplace.com\/hubfs\/Marketing\/Website\/Blog\/Images\/5ReasonsManagersNeedtoTakeBetterNotesDuringOneonOneConversations.jpg\")
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\u0642\u062f \u062a\u0639\u062a\u0642\u062f \u0623\u0646\u00a0Giving feedback<\/strong>\u00a0\u0647\u0648 \u0645\u0633\u0624\u0648\u0644\u064a\u0629 \u0627\u0644\u0645\u062f\u064a\u0631\u064a\u0646. \u0648\u0645\u0639 \u0630\u0644\u0643\u060c \u0645\u0646 \u0627\u0644\u0645\u0647\u0645 \u0628\u0646\u0641\u0633 \u0627\u0644\u0642\u062f\u0631 \u0644\u0644\u0645\u062f\u064a\u0631\u064a\u0646 \u062a\u0644\u0642\u064a<\/span><\/p>\n feedback from their direct reports, as it helps them improve their performance.<\/span><\/p>\n In this article, here are the top 6 tips on how to give feedback to your manager:<\/span><\/p>\n .<\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:What Should You Keep from Your Employer?<\/a><\/p>\n .<\/p>\n \n Feedback is only effective when the recipient is receptive and open to it. So, before giving any feedback to your<\/span><\/p>\n manager, you need to understand what kind of manager they are.<\/span><\/p>\n If your boss is known for reacting negatively to feedback, or if you have a difficult relationship with them<\/span><\/p>\n In fact, it may be better not to say anything.<\/span><\/p>\n .<\/p>\n The best time to give your manager feedback is in private. This protects the privacy of both \u0645\u062f\u064a\u0631\u0643<\/a> you and your manager. If<\/span><\/p>\n you feel, for example, during a group meeting that your manager could do something better, don\u2019t point it out right away.<\/span><\/p>\n That could embarrass your manager and undermine their trust in you. Instead, write down your feedback and bring it up<\/span><\/p>\n \u0639\u0642\u0628 Meeting<\/a>Your manager will appreciate that you waited for the right time to speak.<\/span><\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:New Employee? 13 Tips for Working with Management and Colleagues<\/a><\/p>\n .<\/p>\n It\u2019s very important to focus your feedback on what your manager did, rather than on who your manager is. Talking about<\/span><\/p>\n a single incident can be welcome, as it points to an opportunity for improvement. However, talking about your manager may be seen as<\/span><\/p>\n \u0647\u062c\u0648\u0645 \u0639\u0644\u0649 \u0634\u062e\u0635\u064a\u062a\u0647.\u00a0<\/span><\/p>\n .<\/p>\n Avoid generalizations. Instead, provide context and specific details to support your point. For example,<\/span><\/p>\n If a project doesn\u2019t go well, don\u2019t tell your manager, \u201cI did a bad job.\u201d<\/span><\/p>\n Instead, focus on the specific aspects of the project that went wrong. For example,<\/span><\/p>\n responsibilities may not have been clearly divided, the project scope may have been too large to manage, or there may have been<\/span><\/p>\n a lack of technical expertise on the team.<\/span><\/p>\n \nBe as specific as possible about what your manager \u201cand the team\u201d can improve in the future.<\/span><\/p>\n .<\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:How to Deal Professionally with a Suspicious Manager<\/a><\/p>\n .<\/p>\n Everyone has unique strengths and weaknesses. Your manager is no exception. When pointing out areas your manager could<\/span><\/p>\n work on, remember to mention a few things they do well, too. This can soften the tone and<\/span><\/p>\n help your manager become more receptive to your constructive criticism.<\/span><\/p>\n .<\/p>\n If you give your manager feedback, ask for feedback in return. This can help balance the conversation because it<\/span><\/p>\n gives your manager a chance to offer you constructive criticism, too. Just as you hope your manager will take your feedback on board, you should be open to<\/span><\/p>\n His notes, too. Of course, you can ask for clarification and specific examples, but you should always be polite and respectful.<\/span><\/p>\n .<\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:How to Deal with an Annoying Manager<\/a><\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:Your Toxic Coworker: How to Deal with Them<\/a><\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:Helpful tips for asking for a raise\u2014make your case professionally<\/a><\/p>\n \u0627\u0642\u0631\u0623 \u0623\u064a\u0636\u0627\u064b:Etiquette for dealing with your boss<\/a><\/p>\n1. \u0645\u0639\u0631\u0641\u0629 \u0645\u062f\u064a\u0631\u0643<\/span><\/strong><\/span><\/h2>\n
2. Speak up in the moment<\/span><\/strong><\/span><\/h2>\n
3. Give direct, constructive feedback on the issue\u2014not the person<\/span><\/strong><\/span><\/h2>\n
![\"8](\"http:\/\/www.glassdoor.com\/blog\/app\/uploads\/sites\/13\/employee-boss.jpg\")
<\/p>\n4. \u0643\u0646 \u0645\u062d\u062f\u062f\u0627\u064b<\/span><\/strong><\/span><\/h2>\n
5. Remember to give positive feedback, too<\/span><\/strong><\/span><\/h2>\n
6. Ask for feedback on your feedback<\/span><\/strong><\/span><\/h2>\n
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