Get Targeted Feedback from your Manager by Following These Steps
Set Your Expectations – Define What You Want to Achieve with the Feedback
What do you want to achieve?
Picture heading on a road trip without a destination. Chaotic, right? The same applies when seeking feedback. Before approaching your boss, reflect on what you’re hoping to achieve. Are you aiming to polish your presentation skills? Master the latest project management software? Or just trying to silence those self-doubts that keep you up at night?
Being clear on your goals not only streamlines the conversation but also demonstrates your dedication to personal growth. It’s the difference between an unclear, “Could I get some feedback?”, and a targeted, “I’d like your input on how I can improve my presentation skills”.
Remember, your boss isn’t a psychic. Help them, help you. Knowing your developmental goals shows initiative and aids in your career progression. So, get clear on your goals, and get ready to extract the most value from the feedback you receive.
With a clear purpose in mind, let’s move on to crafting some sharp, effective questions for your feedback session.
Asking Good Questions – How to Get Great Feedback Quickly
What makes “good” questions, good?
For starters, ask open-ended questions. These questions are the secret sauce that invites your manager to share detailed insights, rather than simple “yes” or “no” answers.
Think of questions like “How could I have handled the XYZ project better?” or “In what areas can I improve to contribute more effectively to the team?” They ignite meaningful discussions and provide you with actionable feedback to accelerate your growth.
Another thing to watch out for is focusing on specific areas to get the most bang for your feedback-seeking buck. Instead of asking for general performance feedback, zoom in on specific projects, tasks, or skills.
By doing so, you show your manager that you’re serious about improvement. Ask for feedback on that report you’ve been working on or your presentation skills during the last team meeting. This targeted approach not only highlights your commitment to growth but also gives you actionable feedback you can put into action immediately.
And lastly, when asking questions, remember that adopting a respectful and non-defensive tone is key to showing your willingness to learn and grow.
Now that you know how to phrase well thought-out questions, it’s time to learn how to choose your perfect moment.
Choosing Your Moment – How to Find the Right Time for a Feedback Request
How do you even choose the right moment?
First, timing is everything. Avoid distractions and choose a moment when your manager isn’t swamped with deadlines or meetings. Catch them during a coffee break or when they’re in a moment of tranquility. You don’t want to interrupt them during an intense game of office ping pong.
Second, communication channels matter. Consider your manager’s preference and the office culture. Do they prefer face-to-face interactions? Schedule a personal meeting for a more in-depth discussion. Are they constantly on the go? A quick phone call might be the way to go. And remember, a detailed feedback request is not an appropriate Slack ping.
Third, it’s better to schedule a meeting. Whether it’s your regular catch-up or the annual performance review, make sure you come prepared with specific questions and a willingness to learn. These dedicated moments can set the stage for growth and improvement.
Fourth, be mindful of your manager’s schedule. They have their own responsibilities and commitments. Instead of catching them off guard and asking them for feedback on the stop, consider requesting a separate meeting solely for feedback purposes. This shows your consideration for their time and dedication to having a meaningful conversation.
Fifth, digital etiquette matters. Respect the gravity of the request and choose a more appropriate channel. If you decide to reach out via email, refer to the example provided in the “Mastering the Art of Email Requests for Feedback” section to ensure your message is clear, concise, and professional. Treat the digital realm with the same level of respect you would in face-to-face interactions.
And sixth, consider the type of feedback you need. If you’re seeking immediate feedback on a recent event, strike while the iron is hot. But if you’re looking for comprehensive feedback over a period of time, be patient and choose the right moment to request it. Different types of feedback require different timing strategies. So, think about your objectives and align your approach accordingly.
Now, let’s move on to how to set and communicate your expectations clearly.
Straight Talk – How to Be Clear About Your Feedback Expectations
What areas should you get clarity on?
Before speaking with your manager, it’s crucial to define what you hope to learn from the feedback. Take a moment to reflect on your long-term career goals and let them be your guiding star. Are you looking to enhance your leadership skills, improve your project management abilities, or gain insight into your communication style?
By identifying your specific areas of focus, you can not only tailor your questions and make the most out of your session but also decide what else the future holds for you after getting valuable feedback.
When seeking your manager’s insights, you also want to ensure you’re heading toward your career aspirations. When you’re clear on your expectations, it becomes easier to communicate them to your manager, allowing them to provide guidance that aligns with your goals.
Remember, feedback is not just about getting validation or seeking approval. It’s about growth and progress. By being transparent about your feedback expectations, you demonstrate your commitment to self-improvement and show your manager that you’re serious about developing your skills.
Now that you know how to calibrate your feedback compass, let’s move on to how you can steer the conversation in the right direction.
