Every thing we say 1) Can be spun positively 2) Can bite us in the @$$. Your reaction to your evaluation is yours, and ought not to reflect your supervisor's ineptness.

I agree with many on here, especially Mimi's response. It may not change his behavior, but having constructive, specific, and carefully worded feedback documented on paper is a good idea. I also understand the fear of him becoming an obstacle to your growth there, which is why it's important to carefully craft your words while still being specific about what it is you need from him. Good luck!

If no one provides feedback to bad managers, there is no chance for them to improve - same as with your peers or those who report to you. You can use this as a chance to provide honest feedback, focusing on what you would like to see improved, rather than concentrating on what you think he did poorly. You can also talk about how his actions affect your ability to achieve and your motivation when making suggestions for improvement. Just like when giving feedback to your peers or reports, you should also try to highlight anything that he does well and encourage him to do more of those behaviors. Whether or not he will take to heart or apply your feedback shouldn't be your concern at this moment - your role is simply to provide the view from your perspective. I do agree that if you have ongoing issues you should talk to someone else in management or HR, depending on how your company is structured. Providing this feedback now gives you the chance to say later that you have done so in any later interaction on the topic, which is also helpful for you.

I feel your pain on a number of levels here. I think you're in a tough spot as it sounds like you've tried to share concerns but to no avail. I hate to be a debbie downer, but I'm not sure your manager wants honest feedback. He/she might be checking a box or hoping to collect accolades. I think you should be honest but choose your words very carefully. Focus on behaviors that can be addressed rather than feelings. As others have said, be specific. Good luck!

In sticky situations like this, I find it's helpful to focus on why it's helpful for you to share your feedback. Why might he actually want this information even if it isn't easy to hear? Activating our curiosity helps us communicate with more empathy.

It’s awkward to have to give feedback, especially to your boss, especially when things aren’t going well. But it’s an opportunity, too. If you have a couple of concrete, practical process problems to address, feel free to bring them up in a positive way — ie, “I think I could learn a lot about X if we tried Y”, rather than, “i’m not getting X because you’re not doing Y” . It might make for an interesting conversation. With that in mind, it sounds like your boss is phoning it in a bit, and this request is probably routine housekeeping for him — so give it a little bit of thought, set aside fifteen minutes to jot down some notes for the conversation, and be careful not to let this take up your work energy. Good luck!

Let me start by saying I’m sorry you’re in this situation - having a “bad manager” is a pretty difficult situation and can be extremely frustrating and demotivating. To your question, as others wrote there’s nothing wrong with providing the feedback professionally and with context. Try to even add what sort of things might help you. So “when blah blah I needed some extra support in blah blah. I think that having your sponsorship/ mentorship/ endorsement on this topic would have helped me by blah blah”. Think about what you really need from them and give them a way out. Your manager might be unable to provide what you need and in this case, it’s totally fair to suggest other sources that might - “perhaps by providing me additional training on blah blah/ have me participate in blah blah, our team could handle this better”. Last but not least, remember that organizations usually favor the managers even if everyone knows they’re not great (I’m not taking about cases of misconduct of course). So assuming you can’t transfer internally or are not interested in that, being honest while providing them the solution is the best way to handle it, from my experience at least.

I understand why you feel like you're in a predicament -- it is a sticky situation. It sounds like this is a formal performance review, right? So it is not like you are "going behind his back" to share this kind of feedback. Is there specific criteria that you need to evaluate on? If so, follow those guidelines as it may help deliver the feedback in a more constructive light. Keep in mind that you want the feedback to be written in a way that is honest, yet lends itself to areas for real improvement, which will ultimately benefit you. I'd also suggest keeping it as fact-based as possible -- and keep out any kind of emotion that may come up as you reflect back on his performance. Good luck here.

I believe providing feedback is essential. Try to think what is positive and what is negative. When providing feedback, it is never good to just focus on the bad. Always put it into the context (you can mention situation or a project). Also address and describe certain behaviours to make it clear what you like/what needs improvments etc. Perhaps giving some solutions would be good idea as well (for example if the problem is a chaotic communication, you could ask: could you send me what is required from me in bullet points, just to make sure it is clear what is expected from me?). Of course those just examples, but the most important thing is to make it constructive and not based only on problems.

I can see why you feel in a bit of a predicament, have you spoken to someone in HR previously about his lack of support? Maybe you could go to them and seek advice on how to approach this? In my opinion you can definitely feedback to him and via email that way you have things documented ( just in case). I would word the feedback in a way that you are calling him out but in a constructive way. I.e. "In terms of support, I have shared with you the challenges I have faced over the course of the year. I feel these have not been addressed as well as I could have hoped. I really would like to be able to do xyz. It would be great if we could really do xyz .. etc. . I hope this helps?