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How often do you ask for feedback?
A lot of people don't ask for feedback enough! They are not getting regular input from others on how they are going. Let's call it micro pieces of feedback or a continuous feedback loop. You can use feedback to change and adapt your style. Whether that be your communication style, your delivery and also how you turn up. What works and what doesn't work.
It is good to get feedback from a lot of people around you from lots of different perspectives. Most people don't ask a big enough range of people for feedback. They only rely on feedback that they get from their boss in their performance review. They are not seeking feedback enough to allow them to adapt and change what they are doing in the workplace.
You should ask as many people as you can for feedback without annoying everyone. It will give you insights into your strengths, weaknesses, and areas for improvement.
- The importance of feedback in driving career development.
- The different types of feedback.
- How to ask for feedback.
- Giving and receiving constructive feedback.
- Using feedback to set career goals.
The importance of feedback in career development
Feedback helps to bridge the gap between where you are and where you aspire to be. Without feedback, it can be difficult to gauge progress and identify blind spots. This may hinder professional growth.
You can also get a fresh perspective on your work and identify areas that you have overlooked.
Its encourages self-reflection and understanding of strengths, weaknesses, and areas for improvement. It validates the skills and competencies you have, boosting confidence and motivation.
The different types of feedback
Feedback doesn't need to be a formal meeting, it can be gathered very informally. I recommend getting feedback from a range of different people, such as:
- Supervisors or Managers
Or even do your own self assessment.
Peer reviews can provide feedback from colleagues who work closely with you. This type of feedback can shed light on interpersonal skills, teamwork, and collaboration. Peers can provide insights into communication, leadership, and problem-solving. These may not be captured in formal performance evaluations.
Performance evaluations by supervisors or managers, provide an assessment against goals and expectations. This will help you align efforts with the organisation's objectives.
Mentors and sponsors give you insights from their years of experience. They share their perspectives on situations. ie what they may do if in the same situation.
Self-assessment allows you to reflect on your own performance and identify areas for improvement. Do this by digging out your job description. By self reflecting you take ownership of your own development.
Benefits of a feedback loop
I always ask a range of people for feedback. Some of the questions I ask people are:
- How do you think that meeting went?
- How do think I handled the questions?
- What did you think of the presentation?
- Do you think we covered the key points?
- Would you have done anything differently?
It give me others perspectives on situations and gives me ideas on what I could change or improve.
Rather than waiting for annual performance evaluations, you receive regular input. You can make changes and progress more rapidly.
Additionally, you foster open communication and collaboration. By seeking and providing feedback, you create an environment that fosters growth and learning. Where everyone is invested in helping each other succeed.
You gain self-awareness and emotional intelligence. Individuals gain a better understanding of their strengths, weaknesses, and blind spots. This enables you to leverage your strengths and work on areas that need improvement, leading to overall personal and professional growth.
How to ask for feedback effectively
When seeking feedback, be specific about the areas you would like feedback on. Rather than asking for general feedback, focus on specific tasks or projects. This specificity helps the giver of feedback provide targeted and useful insights.
Also pick the right time to ask, make sure person you are asking has the time to give you some feedback.
Make it clear that you value and appreciate honest feedback, even if it may be critical. Encourage the giver of feedback to be candid and provide examples.
Be proactive in seeking feedback. Don't wait for feedback to be given; take the initiative to ask for it. This shows your commitment to growth and development and signals to others that you are open to constructive criticism. By actively seeking feedback, you demonstrate your willingness to learn and improve.
Giving and receiving constructive feedback
What should and shouldn't you listen to when you are receiving feedback? Giving and receiving feedback is a skill. You need to remember that not everyone is good at giving feedback. Also women tend to get feedback that is about their personality rather than their technical skills.
It's important that feedback is specific, objective, and constructive. The feedback should be actionable. Make sure you understand whether you trust and respect the person who is giving you the feedback. It is their view through their lived experiences, it is ok not to agree or to have a different perspective.
Make sure you listen and take the time to understand and ask clarifying questions.
Using feedback to set career goals
By analysing feedback, you can identify areas for improvement and set goals. Plus it can help you align your goals with the needs and expectations of your organisation. By understanding how your performance contributes to the overall success of the organization, you can set goals that align with the organization's objectives.
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