This is the latest in a series of posts to help employees give corrective feedback to their manager. If done well, the manager improves at being a manager, the team works better together, and there is less cost of poor quality management. If done poorly, the manager can recriminate on the employees trying to give feedback, making a bad situation worse.
This series is designed to help employees maximize the likelihood that feedback to the manager goes well, and minimize the likelihood that the manager does not accept the feedback and causes further damage to the team. Here are the prior steps:
Now step 4: Make a pre-emptive trip to Human Resources: