How do you align feedback with role expectations?

1 Understand your role

The first step to align feedback with role expectations is to understand your role clearly. What are your main responsibilities, tasks, and outcomes? What are the standards, criteria, and indicators of success for your role? How does your role contribute to the team and the organization's objectives? You can use tools such as job descriptions, performance plans, or competency frameworks to clarify your role expectations. You can also ask your manager, peers, or mentors for feedback on your role understanding and alignment.

2 Seek feedback regularly

The second step to align feedback with role expectations is to seek feedback regularly from different sources and perspectives. You can ask for feedback from your manager, peers, customers, or other stakeholders who are familiar with your role and performance. You can also use self-assessment, reflection, or feedback surveys to gather feedback from yourself. The key is to seek feedback that is specific, timely, and actionable, and that covers both your achievements and areas for improvement.

3 Compare feedback with expectations

The third step to align feedback with role expectations is to compare the feedback you receive with the expectations for your role. You can use a feedback matrix, a SWOT analysis, or a gap analysis to map out the feedback and the expectations. This will help you identify where you are meeting, exceeding, or falling short of the expectations, and what are the reasons, impacts, and opportunities for each gap. You can also prioritize the feedback based on its importance, urgency, and feasibility.

4 Act on feedback

The fourth step to align feedback with role expectations is to act on the feedback you receive. You can use a feedback action plan, a SMART goal, or a learning contract to outline the actions you will take to address the gaps, leverage the strengths, or pursue the opportunities identified in the previous step. You can also set milestones, measures, and resources to track your progress and outcomes. You can also communicate your action plan to your manager, peers, or mentors and ask for their support and accountability.

5 Review feedback

The fifth step to align feedback with role expectations is to review the feedback you receive and the actions you take periodically. You can use a feedback review cycle, a performance appraisal, or a learning portfolio to evaluate the effectiveness and impact of your feedback and actions. You can also solicit feedback from your manager, peers, or mentors on your improvement and achievements. You can also celebrate your successes, acknowledge your challenges, and identify your next steps for continuous learning and growth.

6 Give feedback

The sixth step to align feedback with role expectations is to give feedback to others who are in similar or related roles as you. You can use a feedback model, a feedback sandwich, or a feedback conversation to deliver feedback that is aligned with the role expectations of the receiver. You can also use the tips from the previous steps to ensure that your feedback is relevant, constructive, and consistent. You can also invite feedback from the receiver on your feedback and your role performance.

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?