How To Tell Your Boss They’re Wrong

Introduction

There’s a particular moment of workplace dread that many employees know all too well. It’s that unsettling instant when your boss outlines a plan, makes a decision, or champions an idea that you firmly believe is going to backfire. You know it’s flawed — but how do you say so? Telling your boss they’re wrong is one of the most delicate balancing acts in professional life. Get it right, and you might be seen as a trusted adviser. Get it wrong, and you could damage your relationship or your career.

But saying nothing comes with its own risks: poor performance, organisational inefficiencies, and — ironically — damaged relationships. So how can you push back without burning bridges?

Why it’s hard

Disagreeing with authority goes against our social conditioning. “Most of us are brought up to respect and defer to authority,” says Melody Wilding, executive coach and author of Managing Up: How to Get What You Need from the People in Charge. “Feedback, tough conversations, and disagreements usually roll downhill; they’re not something we’re taught to give upwardly” [1].

From a neuroscience perspective, the very thought of contradicting your boss can trigger a stress response. “Our brains associate these interactions with potential threats,” says neurologist Joel Salinas. The result? A racing heart, clenched muscles, and a narrowed focus that makes strategic thinking difficult [2].

But understanding this psychological wiring is the first step to overcoming it. If you can label the fear, you can start to loosen its grip.

The need for challenge

You might worry that disagreeing with your boss will label you as a troublemaker. But in reality, thoughtful pushback can mark you out as someone who cares deeply about the success of your team and organisation.

“When employees don’t challenge timelines, priorities, or direction, companies waste money chasing the wrong goals,” says Wilding. She points out that the higher up leaders rise, the fewer people challenge them. “You earn trust by speaking up, even when it’s tough” [3].

And the stakes for staying silent are real. As Harvard Law School’s Robert Bordone explains, “You’re going to feel frustrated, you won’t sleep well, and your performance could suffer. There’s a real ripple effect” [4].

Pushback power

Before diving into a disagreement, reflect on your position. Wilding suggests gauging your “pushback power” — your ability to safely challenge decisions — based on your tenure, your relationship with your boss, and the context of the organisation.

Is the company in crisis, requiring quick decisions and total alignment? Or is it a stable environment that welcomes discussion? “It doesn’t mean you can’t speak up if those factors aren’t in your favour,” Wilding says, “but you may need to be more incremental in your approach” [5].

It’s about shifting from a subordinate mindset to a partnership one — seeing yourself as a trusted collaborator, not just a follower.

Timing

Even the best points fall flat if delivered at the wrong moment. According to Wilding, it’s often wiser to wait until your next one-on-one or a quieter moment: “Timing is everything” [6]. Bordone adds, “Trying to have a potentially contentious conversation in the hallway on a Friday afternoon, just as they’re leaving for the weekend, isn’t ideal” [7].

Preparation also matters. Caroline Castrillon of Forbes advises that “If your boss is having a bad day, that’s not the right moment to explain why you disapprove of their recent marketing idea” [8]. Instead, set up a time in a private setting where you can both speak freely.

Every boss is different

Different bosses react to pushback in different ways. Some appreciate directness — “I don’t agree” — while others might take it personally. Wilding notes, “Saying, ‘I worry this plan will burn people out,’ lands differently than, ‘I worry this plan will waste money,’” depending on your manager’s values [9].

Observe how they react when others speak up. Do they value facts, efficiency, consensus, or loyalty? Matching your language to their priorities can help your feedback land more constructively.

And if in doubt? Ask questions.

No accusations

Leading with curiosity is one of the most effective ways to challenge without conflict. Instead of saying, “That’s wrong,” try: “Help me understand what factors are influencing this decision?” This signals that you want to collaborate, not contradict.

Wilding also suggests using a “micro yes” before sharing your view: “Are you open to another perspective?” or “Could I share what I’m seeing?” These small agreements make the conversation feel less adversarial and more consensual [10].

Mark Murphy, CEO of Leadership IQ, offers similar advice. Instead of saying, “This calculation is wrong,” say: “When I ran the numbers, I got a different result — did you notice anything in the third column?” [11]. The tone invites reflection rather than resistance.

Use the data

Data gives your argument structure and credibility. “Don’t just make a pitch because your position ‘feels’ right,” advises Patrick Mullane. “Find all the data you can to support your position. But don’t just find it — make it tell a story” [12].

That said, there’s a fine line between passion and emotion. “Managers love passionate employees,” says Castrillon. “Just don’t get overly emotional to the point that you become frazzled and lose focus” [13]. Passion can energise your argument. Raw emotion can undercut it.

Frame your disagreement around collective success. “I want to make sure this project succeeds and that you have all the information to make the best call,” is a much stronger opening than, “I don’t like this idea.”

If you’re a product manager, for example, Wilding recommends saying: “I see it as my job to steward our road map and ensure we’re prioritising the right features. To do that, here’s what I think” [14].

This frames your concern as part of your role — not as a personal objection.

Prepare for pushback

Even with the best intentions, your boss might get defensive. Stay calm. Salinas recommends taking a moment to breathe before responding [15]. If accused of undermining, flip it: “I am a team player, that’s why I’m bringing this up.”

And if your boss says, “I thought you were behind me,” respond with: “I am — that’s why I want you to have all the information to make the strongest decision” [16].

Remember: you’re advocating for success, not staging a rebellion.

Compromise

Sometimes you won’t win outright — but that doesn’t mean all is lost. Wilding suggests proposing a small test or pilot scheme: “Maybe we don’t go fully in the direction I’m proposing, but how about we try a pilot?” [17].

This signals that you’re collaborative, not combative. And it leaves the door open for future influence. “If you back off entirely and never bring it up again,” warns Wilding, “your manager might think, ‘I don’t have to listen next time’” [18].

Of course, you won’t always persuade your boss — and that’s okay. “In most cases, you should probably back off,” Wilding concedes. “Realise that there’s still a hierarchy. Your influence is substantial but limited” [19].

Pick your battles. As Mullane puts it, “Pick battles big enough to matter but small enough to win” [20]. And if it’s not unethical or illegal, sometimes you just have to let go.

If things don’t go your way, take time to reflect. What worked? What didn’t? “Sometimes, you need to let bad decisions play out, so people listen to you in the future,” says Wilding. And if you turn out to be right? Don’t rub it in. “We have to let people face the consequences so they can come to that realisation on their own” [21].

How to tell your boss they’re wrong

Disagreeing with your boss isn’t just about courage — it’s about strategy, timing, empathy, and mutual respect. When done right, it can strengthen your professional relationship, improve decision-making, and enhance team performance.

Bosses are human. They make mistakes. And most of them, if approached the right way, will thank you for helping them avoid one.