I was motivated to join this forum when I learned that I was about to be faced with a dilemma at work. We have new upper level management in place. All staff are being interviewed about current processes, job roles, etc.. Colleagues who have attended these meetings have been asked to give feedback on a number of topics including: processes, our job duties and responsibilities, best work examples, the groups we manage, and also our managers.
My group has a very challenging manager. Some of my colleagues have chosen not to comment on him during the interview. Some have given specific examples of poor behaviors. Some have given a big picture overview of the problem behaviors.
I wonder what the best approach is? If I pretend that all is well, I may look foolish as I know that they have already received a great deal of negative feedback on this manager. However, if I share some of the problems, I may look like a complainer and/or appear to have a bad attitude.
Our jobs are at stake following this interview and I want to approach it delicately.
I do believe that our organization would be better served to have someone else in that role. The issues are profound and have led to some very unhappy clients.
I appreciate feedback and suggestions!