How can you ask your supervisor for feedback on your programming skills?

4 How to receive feedback

When you receive feedback from your supervisor, you should listen attentively, take notes, and ask clarifying questions. You should avoid being defensive, argumentative, or dismissive, as this can damage your rapport and credibility. You should also avoid taking feedback personally, as it is not a judgment of your character or worth, but a constructive suggestion to help you improve. You should thank your supervisor for their time and input, and express your appreciation and enthusiasm for learning.

5 How to act on feedback

After you receive feedback from your supervisor, you should review it carefully and identify the key points and action items. You should prioritize the most important or urgent feedback, and create a plan to implement it. You should also set realistic and measurable goals for your improvement, and track your progress and results. You should also seek feedback from other sources, such as your peers, clients, or users, to get a broader perspective and validation. Finally, you should follow up with your supervisor and show them how you have improved based on their feedback.

6 How to give feedback

As a programmer, you may have the opportunity to give feedback to your supervisor, either as part of a formal evaluation process or spontaneously. Offering feedback can be beneficial for both of you, as it can enhance communication, collaboration, and mutual respect. However, it can also be tricky, so it is important to be respectful and polite. Use a positive and professional tone, and focus on facts and behaviors rather than personality or intentions. Additionally, be specific and constructive when giving feedback. Provide concrete examples and evidence, explain how the feedback can help your supervisor improve their performance, skills, or relationships, and offer suggestions and solutions rather than complaints or problems. Additionally, make sure the feedback is timely and relevant by giving it as soon as possible after the event or situation. Only give feedback on aspects that your supervisor can control or influence, and avoid general or vague feedback. Lastly, make sure the feedback is honest and balanced. Give truthful and accurate feedback without exaggerating or minimizing its impact or importance. Acknowledge both the strengths and weaknesses, successes and failures, and positive and negative outcomes to ensure the feedback is fair.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?