After seeing the discussion around my last blog about what one has to consider when providing constructive criticism, I thought I would pose a question to everybody: Would you give constructive criticism to a manager with bad temper and who you know gets easily feels offended by hearing criticism from subordinates? To answer this question let’s try to imagine a situation: You are in a product promotion plan meeting held by the manager. The manager has presented a plan made by himself that he is very satisfied and proud with. However, you think the budget for this plan is too little and may create problems for the implementation. Your opinion is that the budget should be increased or the plan should be modified. Even though you are very confident with your opinion and can provide persuasive proof to this, you hesitate when the manager asks if anyone has an opinion because you know the manager’s character. Some people will think the right move is to voice your opinion because the opinion is related to work and not a personal attack. The manager will accept the opinion without argument especially if it benefits the plan and will avoid potential problems. Other people will think that you should not make your opinion known because from knowing your manager’s character you know it will just lead to a big argument which may strain both of your working relationship. So is the better move is avoidance. What do you think?
