![]() ![]() If it's an emergency situation and speaking privately isn't an option, raise the issue respectfully and in a way that doesn't challenge the chain of command or threaten your boss's position. Whenever possible, speak to your boss privately, so that you don't publicize the issue and embarrass them in front of other people. Just remember that it's still your boss's responsibility to decide how to proceed. However, in the event that you spot an immediate and critical problem unfolding, don't hesitate – you may have little choice but to speak up publicly, before it's too late. Difficult conversations will most likely go well when you allow your boss to choose a time when they can give you their full attention. Don't expect to be able to stride into their office with a list of problems and receive a warm welcome, or to raise the issue in a team meeting and be thanked for it. Time It RightĬhoosing the right moment to grab your boss's attention is crucial. But if there's a solid business reason to worry, or if the mistake might damage your boss's reputation, they may be relieved to hear your concerns. You could be about to make matters a whole lot worse, without good cause. This will also make any intervention that you do make in the future far more impactful.Īlso consider whether you feel like speaking up just to be contrary or nitpicky. It's probably best to let minor matters drop, so as not to appear moaning, critical or undermining. Check Your Motivesīefore you knock on your boss's door, take a moment to think whether it's really worth mentioning their mistake. Whether or not your solution gets adopted, having a remedy at the ready will demonstrate your initiative, give you credibility, and allow you to move the conversation past the error to focus on putting things right. Try to support your suggestions with data – you may be able to provide insights that your boss doesn't have. You'll also need to develop at least one possible solution that you can offer. Double check the issue, because flagging something incorrectly will only make you look out of touch. Remember that they likely have access to more information than you and that they could, in fact, be right. You must be certain that your boss has actually made an error before you mention it. If you know from experience that "feeding back" in your company results in disciplinary hearings more often than fair hearings, take extra care. This article assumes that your boss is open and reasonable. It may feel unnatural and risky, and it may go against your office culture, but, when you're graceful and adept, you can help your boss to put things right without upsetting anyone. If your organization's well-being and your own integrity matter to you, it's important to conquer your fears and to speak up. They're above you in the food chain, and they might not appreciate being outsmarted by a "subordinate." So, do you risk telling them about their mistake? Or do you bite your tongue and leave the company to sort out the mess? ![]() Your boss is probably the person who hired you and who signs your paycheck. ![]() This makes it all the more important to speak up when you know that your boss is wrong, but the prospect of doing so can unsettle even the bravest person. Reputations are built and ruined, money made and lost, and success earned and risked on the basis of the decisions they take.īut the more organizational power managers have, the less likely people are to pick them up on mistakes, because, well, they're the boss. Errors made by managers and leaders can be particularly costly – and, in some cases, disastrous. We all like to be right, but we can't be right all of the time.
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