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Leadership Without
Losing Your Soul

Podcast with David Dye

vague feedback

Expert Strategies for Handling Vague Feedback from Your Boss

by | May 17, 2024 | Podcast |

Episode 257: In this episode, you’ll learn how to handle a manager who gives lazy, frustrating, and vague feedback. Drawing from the insights in his recent book, David offers practical phrases to navigate various feedback scenarios.

  • Here’s what you can do when you’re faced with vague feedback, ask for specifics. Try saying, “Could you give me an example of what you’re referring to?”
  • If you’re dealing with unfair ratings and feeling frustrated, express your concerns and seek a constructive solution. You might say, “I’m concerned about this rating and would like to understand how I can improve.”
  • To avoid surprise feedback, set up regular feedback sessions. This helps ensure you always know where you stand and can address any issues proactively. And when feedback is unclear, don’t hesitate to ask for concrete examples. This will help you get the clarity you need to succeed.

As a leader, giving meaningful feedback is crucial. Aim to be the kind of leader you would want your boss to be. By improving your feedback conversations, you can make your work environment better for everyone.

How to Deal with Lazy and Vague Feedback from Your Boss

0:00 – Welcome and Overview You’re listening to Leadership Without Losing Your Soul with David Dye. Today, you’ll get specific phrases to deal with a manager who gives lazy, vague, and frustrating feedback. Whether it’s last-minute, unclear, or non-existent feedback, David’s got you covered.

1:45 – Celebrating a Book Launch David talks about the launch of his book, “Powerful Phrases for Dealing with Workplace Conflict.” It’s been a whirlwind week with book signings, interviews, and a big display at Barnes & Noble. If you like what you hear today, consider grabbing a copy of the book.

Addressing Vague Feedback

4:20 – Missing Feedback When you receive no feedback at all, especially as a top performer, it’s frustrating. Try saying, “Thank you. What’s working? How can I be more effective?” This helps draw out specific feedback you can use.

6:10 – Unfair Ratings Dealing with unfair ratings? Express your frustration and seek a constructive solution. Say, “I’m concerned about this rating and would like to understand how I can improve.” This opens a dialogue for improvement.

8:00 – Out-of-the-Blue Feedback If you get feedback that blindsides you, address it by saying, “I appreciate your desire to help me improve. This is the first time I’m hearing about this. What can we do to set up a more regular cadence of feedback throughout the year?”

9:45 – Vague Performance Feedback When feedback is vague, ask for concrete examples. You might say, “I’m committed to improving my performance in this area, but it’s hard to understand what needs to change without concrete examples.”

11:15 – Constructive Outlook Even with lazy, vague, and frustrating feedback, you can take responsibility for your career development by asking for what you need and helping your manager rise to the occasion.

Powerful Phrases and Leadership Tips

13:00 – Specific Examples David emphasizes the importance of asking for specific examples when feedback is vague. Use phrases like, “I would really like to understand this more. Can you please tell me more?”

14:30 – Avoiding Surprises To avoid surprise feedback, set up regular feedback sessions. This ensures ongoing communication and no surprises during performance reviews.

16:00 – Leading by Example As a leader, it’s crucial to give meaningful feedback. Ensure your feedback is continuous, specific, and constructive to build strong relationships and improve performance.

17:30 – Wrapping Up David encourages you to grab his book for more phrases and strategies. Remember to ask for the feedback you need and give your team the specific, practical feedback they need. Be the leader you would want your boss to be.

workplace conflict

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David Dye helps human-centered leaders find clarity in uncertainty, drive innovation, and achieve breakthrough results.  He’s the President of Let’s Grow Leaders, an international leadership development and training firm known for practical tools and leadership development programs that stick. He’s the award-winning author of four books including Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Powerful Phrases for Dealing with Workplace Conflict, and hosts the popular Leadership without Losing Your Soul podcast. David is a former executive and elected official. David and his wife and business partner, Karin Hurt, are committed to their philanthropic initiative, Winning Wells – building clean water wells for the people of Cambodia.

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Be More Daring

BUILD CONFIDENCE, TRUST AND CONNECTION WITH CONSISTENT ACTS OF MANAGERIAL COURAGE

 

 

Get the free Courageous Cultures E-Book to learn how

7 Practical Ways to be a Bit More Daring

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