Am I supposed to be honest in this situation?

Thank you for your replies, I've started drafting some answers, which I think are quite positive in tone, diplomatic and constructive, while also being mostly true. I plan to sit on this until the deadline in a couple of weeks, in the aim of not saying something I regret, and possibly asking AI for help with phrasing 

I can imagine this kind of feedback being used in hurtful or demeaning ways in the workplace.

My view is you don’t have to give a reference if you’re unsure of what to say. Or feel obligated to. Tenants colleagues it’s up to your discretion whether you tell them but you can say you don’t know if you’re sure of what to say. Ultimately they want a positive appraisal if you can’t give that it’s up to you.

These type of 360 feedback things are supposed to be quite honest. The point is to address blindspots and get accurate feedback so you can improve. I am not sure if the info goes direct to the person or via HR.

The only thing is to try to be constructive. So say what things could be better and what you would like, rather than just making it a list of gripes. Obviously focus on management type things. The questions should relate to organisation, delegation, support, feedback, communication.

No one is perfect and as you get higher people need to be aware of their weaknesses and strengths. It can also influence the ideal positions the person may get.

If you keep to things you can give examples of and support, and think about how it could be better, you should be ok. 

So if instructions are always confusing, say so and say it would be better if there were something writing, for example.

If they speak too loud, too fast, are too dismissive, these are all good people management skills feedback.

Being on the recieving end can be a bit deflating, but being able to take feedback is also a skill. Once you get over the shock you can normally reflect and see value in it.

I think you can be honest as long as you're careful about how you word things. Maybe say something like 'My manager, prefers an indirect leadership style, when asking us to complete tasks, personally I would prefer a more direct style where everyone is clear about whats expected of them and when deadlines are.' This an example of constructive feedback, rather than saying 'I never know where I am with my manager as they're not clear about what they want and when', which is less constructive and more of an accusation.

I don't think it's right to ask people to fill in something like that without anonymity. As you say, they put be honest but once people are honest they get offended and say it's rude.

I think I'd stick with practical stuff rather than anything that could be taken too personally. 

I don't know whether you are someone that likes AI but this is the kind of situation where I find it very useful. I put in what I want to say and then ask it to make it professional and not something that could be taken personally or as rude. It tends to do a good job I've found.

Thank you, I agree I definitely want to stay on this person's good side.

I doubt any negative honest feedback would result in actual change - there's a high risk of causing an issue, and a low chance of anything beneficial happening. So I think I will have to try and be quite restrained with what I say.

Thank you, I agree phrasing is important here. I think I might have to put my answers through AI, as much as I don't like doing that, so I can sound as constructive as possible. I definitely need to be careful with what goes on this questionnaire.

I would recommend considering this as a potentially problematic situaiton for you to be honest in.

In your shoes I would only offer censored advice that does not make them look bad - you can still be honest but just not give every thought that you have (ie leave out the bad stuff).

The reasons for this is that is sounds like they are becoming more powerful in the organisation and it does not pay to upset people with inconvenient truths sometimes

This is one of those office politics moments when you could inadvertently upset them and they may not take kindly to you either not mentioning it before or "throwing it at them" when they have just had some success. 

This is only my opinion based on 32 years of surviving office politics (and stepping on a few landmines along the way).

HiBeaE , this is a situation I have experience of. You are right they are likely to want our honesty but not our autistic candour.

The way I generally handle this in writing is to be as constructive as possible e.g complimentary thing, then a softly couched 'even better if', with a benefit if the change is made (rather than explaining the problem the existing behaviour causes).

If there is more challenging or potentially awkward feedback you want to give, consider offering it one-to-one, face-to-face and orally, as then it can be discussed without prejudice.

Happy to riff further on this if that would help...