Here’s a 5-step conversation where a frontline manager, aware that the employee is frustrated with them, asks for honest feedback. The manager uses openness, empathy, and humility to create a safe space for the employee to share their feelings.
Step 1: Opening the Conversation with Honesty and Humility
Manager: “Hi [Employee’s Name]. I know things have been a bit tense recently, and I’ve sensed some frustration on your end. I want to make sure I’m supporting you in the best way possible. I’d really appreciate it if you could share what’s been bothering you. I’m here to listen, and I won’t take it personally.”
Employee: “Thanks for asking. To be honest, I’ve been frustrated because it feels like I’m not getting enough guidance on new projects, but I’m still expected to meet all the deadlines. It’s hard to know if I’m on the right track.”
Step 2: Validating the Employee’s Feelings Without Defensiveness
Manager: “I completely understand why you’d feel that way. It sounds like you’re in a tough spot, trying to meet expectations without clear direction. That’s a frustrating place to be, and I’m sorry if I’ve made you feel unsupported.”
Employee: “Yeah, it’s tough. I don’t want to make mistakes, but it’s hard to know what’s expected sometimes.”
Step 3: Asking for Specifics to Understand the Issue Better
Manager: “Thank you for being so open with me. Could you give me an example of a time when you felt unclear about what was expected? I want to make sure I fully understand where I’ve fallen short so that I can make improvements.”
Employee: “Sure. Last week with the new reporting format—you asked me to complete it by Friday, but I didn’t get any guidelines on what the final report should look like. I ended up guessing, and it took a lot longer because I kept second-guessing myself.”
Step 4: Acknowledging the Mistake and Offering a Plan for Improvement
Manager: “I see how that would have been frustrating, and I apologize for not providing more guidance up front. That’s on me, and I appreciate you bringing it to my attention. Moving forward, I’ll make sure to set aside time to go over new assignments with you, especially if it’s a new process. Does that sound like it would help?”
Employee: “Yeah, that would definitely help. I think just having some direction would make a big difference.”
Step 5: Thanking the Employee and Committing to Ongoing Feedback
Manager: “Thank you for being so honest with me. I know it’s not always easy to bring up frustrations with your manager. Please don’t hesitate to let me know if something isn’t working—your feedback helps me improve too. I’m committed to making this a more supportive environment for you.”
Employee: “Thanks, I appreciate that. I feel better knowing that you’re open to hearing this.”