360 degree feedback tips please for manager who continually bad-mouths others behind their backs

[mechanicalpencil]

As the title says, please can you offer any tips on how to phrase this professionally?

He has criticised almost everyone in my workplace to me before and I know he has done the same about me. It is a very difficult situation and although we have been encouraged to call him out on this by other management, it is easier said than done, mainly because the one time I tried to call him out on it, he lost his temper and it very quickly escalated into an extremely unpleasant situation.

I want to keep the feedback objective and balanced and have already listed 3 strengths.

Will he be able to identify you from the feedback?

I once had negative feedback on one of these but it was so specific I could identify the total bastard person who had written it.

Working relationships were not happy afterwards.

Maybe 'finds difficult to accept face to face feedback '? Or 'can be demotivating about members of the team'?

@AnnaMagnani thanks for sharing your experience, it’s really useful to hear from a person who’s been evaluated. I would imagine it’s a pretty stressful thing to go through.
I have tried to make it general so I don’t think he will easily be able to tell who has written it.
It’s tricky to get the phrasing right so that it will be taken on board rather than make things worse.
Both your suggestions are great 👍

Maybe approach it like ‘could benefit from an appreciation of providing positive &/or constructive feedback to the team’ to enhance team performance’.

Could you approach it around "working on maintaining confidentiality of information within the team"

Could you do it in E2C2 style?

Give the evidence of what you have seen and heard, keep it factual

provide the effect that the evidence has on people

tell them what you would like to change and continue

this way takes the personal out of the feedback and it is hard to argue with.

it would look something like;

Last week you said …… about…. and …… about ….

this has the effect of a loss of trust and it feels as if you don’t have our backs.

in the future if you have any feedback for me/ about me please give it in this way …..

360 degree feedback is a trap. Be very careful 😊

'I know [manager] may have useful feedback for me which I have heard from others after the event in the past. I'd find it really useful if [manager] could feed that back directly to me so I can properly understand the areas they have raised and I can work on them' ???

Don't take it personally if he is slagging everyone down . The time to worry is if it is you and you only . Try and keep on his good side .

@Sluj a trap? what do you mean?

I wouldn't ever say what I really thought about someone on 360 degree feedback unless I was leaving. Ignore all the talk of welcoming constructive feedback and development opportunities - if you diss your manager, they won't forget. In my opinion.

This. Really, just don't bother. I've made the mistake in the past of being lured in by all the talk of the person wanting genuine honest feedback and being totally open to improvement ideas into giving (very careful, balanced, constructive) slightly negative feedback and literally nothing good has come of it. They always work out it's you and they are always pissed off. Basically no one ever really wants to hear negative things about themselves, least of all people that are already insensitive arses. If anything, insensitive arses are most likely to react horribly badly to the news that people think they're an insensitive arse. The only way I'd ever leave less than a glowing review on one of these things now is if I was imminently leaving, they were imminently leaving or I could be really certain everyone else will also say negative things, so I couldn't be blamed personally. Does that totally negate the point of doing them, yes of course but why be the one to put your head above the parapet, it's not worth the hassle. Just don't respond at all if you don't feel able to say anything good I'd say...

I recently retired and just before I left we all filled in an anonymous feedback thing.

I did actually put a few negative points because she was a shit manager, played favourites especially with the ones who were actually shit at their jobs so nothing was ever resolved.

My friend told me afterwards that manager knew it was me that had mentioned bullying she was really shocked when I said I hadn't but I knew at least 3 colleagues who had said they were going to mention it.
So glad I'm out of it. No good ever comes of telling the truth unless you're leaving and then they think it's sour grapes.

It isn't reasonable to ask her reports, and the other managers should do it, not hide behind more junior staff.

I would phrase it along the lines of 'More face-to-face feedback from John would help my development in role' - keep it positive-sounding.