Normally the words “can I give YOU some feedback” cause a strong reaction in the person that hears them. Note there’s no question mark as it’s often not a question but a lead in to them giving you feedback and you are somewhat compelled often by rank or hierarchy differences to say yes.
Feedback is essential in our careers as it serves as a vital tool for growth and development. It provides us with insights into our strengths and areas for improvement, helping us to refine our skills and enhance our performance. Constructive feedback fosters a culture of continuous learning and adaptability, enabling us to stay competitive and meet the evolving demands of our roles. Moreover, it encourages open communication and collaboration, building stronger relationships and trust within teams. Ultimately, feedback is a catalyst for personal and professional excellence, guiding us towards achieving our career goals.
Those that avoid or ignore feedback do it at their own peril. What can you do if you’re not getting the amount of feedback you’d like even though you’ve asked for some. This came up in a recent coaching session where the counterpart said
I have asked my manager for feedback or to let me know where I stand in terms of my performance at my level repeatedly, and I am getting nowhere, how do I resolve this?
As a result of our coaching conversation they came up with a practical action plan for their situation to seek further feedback. I thought it was an interesting topic and so I have expanded on their plan and included some other practical steps you can take to get feedback off others.
Self Reflection
Every Friday afternoon a recurring calendar alert pings on my computer and phone. It’s a reminder to “reflect on the week” and look at not only what could have gone better but what went well. I write in a notebook that I have specifically for this purpose and start a new double page each week with these two titles on the left and right hand side.
| At least 3 things that went well | No more than 3 things that could have gone better |
| 1. 2. 3. +. | 1. 2. 3. |
I started doing this when I worked in the Australian Public Service and if it’s done every week, let’s be honest sometimes the thing that could have gone better is taking the time to reflect. You quite quickly build a list of at least 12 things that have gone well in the previous month and can start to find patterns in the what could have gone better.
This significantly improved my one on one and performance discussions with my manager because rather than saying “oh I’ve been busy, I’ve got a lot done.” I was able to pinpoint things that had gone well and been delivered and demonstrate I’d reflected on things that could have gone better over the previous month. Once they saw that I’d done some reflecting they showed up to following meetings with more insights and feedback on my performance.
Performance Management
Performance Management is a process that lots of people shudder to think about let alone say but we all engage in performance management (hopefully) at work when we look at what helps us to perform at our best, it’s not only for underperformance. I’d encourage you to sit down and think through:
what goals do I want to achieve in the next 12 months, how do they link to the organisation’s strategy, vision and mission.
Which areas of my organisation’s capability framework am I really strong in and would like to use more?
Which areas of my organisation’s capability framework do I need to get better at?
Where do I see my career heading in the next 12 months?
The answers to these questions can help you have better discussions with your manager and hopefully encourage them to give you better feedback. If they don’t, can’t or won’t give you better feedback then maybe it’s time to find a role with a better manager.
Other tips
Be Clear and Specific
- Clarify Your Request: Ensure your manager understands exactly what you are seeking. Be specific about the type of feedback you need (e.g., overall performance, specific projects, areas for improvement).
- Provide Context: Explain why this feedback is important to you. Link it to your desire for professional growth, improvement, and alignment with team goals.
Choose the Right Time
- Schedule a Meeting: Request a dedicated meeting to discuss your performance. This shows that you take the matter seriously and ensures you have your manager’s undivided attention.
- Timing: Choose a time when your manager is less likely to be busy or stressed, such as avoiding peak periods or immediately before deadlines.
Prepare and Present
- Self-Assessment: Come prepared with a self-assessment of your performance. Highlight your achievements, areas where you’ve improved, and specific areas where you seek feedback.
- Document Requests: Keep a record of your previous requests for feedback. This can help illustrate that this is an ongoing concern for you and not a sudden or isolated request.
Alternative Feedback Sources
- Seek Peer Feedback: Ask for feedback from colleagues or team members who work closely with you. Their insights can be valuable and provide a different perspective.
- Other Supervisors: If you work with multiple supervisors or project leads, seek feedback from them as well. They might offer useful evaluations and suggestions.
Leverage Formal Processes
- Performance Reviews: If your organisation has a formal performance review process, ensure you are taking full advantage of it. Prepare thoroughly and use the opportunity to discuss your performance in detail.
- HR Involvement: If informal attempts fail, consider involving HR. Explain your situation and seek their guidance on how to proceed. They may facilitate a structured feedback process.
Professional Development Plans
- Development Plan: Propose creating a professional development plan with your manager. This can include setting clear goals, milestones, and regular check-ins to review progress.
- SMART Goals: Use the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) framework to set clear and actionable goals. This can provide a structured basis for future feedback discussions.
Continuous Improvement
- Independent Learning: Take initiative for your own development through courses, workshops, or online resources. This demonstrates your commitment to growth and improvement, even without immediate feedback.
- Reflect and Adapt: Regularly reflect on your work and seek to identify areas for self-improvement. Adapt based on your own observations and any informal feedback you receive.
