Hi row

The aim of the blog post was to highlight how difficult it can be to give feedback to managers, and to help spark some debate around the subject. It forms part of our #MTtips blog series, in which we flag an often tricky subject on social media - in this case giving feedback to managers - and ask our social media followers to provide their own tips and experiences relating to the subject. Hopefully, however, we can put our findings into a proper article in the future that will provide some more concrete advice on how to give feedback to managers.

Hi Archright - Yes, this can be so demotivating, even enraging, for team members! Often, the person "on the front line" knows more about a situation than their manager, so it's wise to listen to them.
To ignore or over-rule an employee routinely can be a form of self-sabotage by the manager. Mind Tools Club members and Corporate users can read more about this in our article https://www.mindtools.com/pages/article/avoiding-managerial-self-sabotage.htm
Charlie Swift, Senior Editor

Thanks for sharing more about your situation. It can be very difficult when a supervisor does not seem to have the courage to deal with an employee that may be causing problems. One thought is to document how your work, and your ability to work, is being impacted by sticking to the facts and not blaming anyone (unless you have clear proof). Then, add what action you would like your manager to take. It is effectively managing your manager yet this sometimes needs to be done. Whether you are on a contract or not, you should be able to do your job without hindrances. Good luck.

Sorry to hear that you are getting the response to mind your own business. What other avenues are open for you, such as the Human Resources / Personnel department? Additionally, how might you deliver the feedback differently to your supervisor so that it can be heard?

It does indeed take courage to speak up and provide feedback to your manager. If done in a professional manner, sticking to the facts such as behaviors rather than making it personal such as their attitude, then it is more likely to be listened to.

That is a tough call when the supervisor is the person doing the socializing. I personally would focus on the effect this has on me and how it is impacting on my ability to focus and work, rather than make any broad generalizations about the impact on others. How might you handle?