How do you ask for feedback from mentors, clients, and stakeholders?

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Feedback is essential for your career development, but how do you ask for it effectively? Whether you want to improve your skills, deliver better results, or build stronger relationships, you need to seek feedback from mentors, clients, and stakeholders. In this article, you will learn how to prepare, request, and receive feedback in a constructive way.

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1 Know your goals

Before you ask for feedback, you need to have a clear idea of what you want to achieve and why. Do you want to learn new skills, improve your performance, or get a promotion? Do you want to understand your strengths, weaknesses, or areas of improvement? Do you want to align your expectations, objectives, or priorities with others? Knowing your goals will help you focus your feedback request and communicate it clearly.

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Cameron Conaway

Head of Growth Marketing | MBA & MA Professor of Digital Marketing and Talent Management | "Workplace feedback expert" —Harvard Business Publishing
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It's important to seek feedback not merely to check a box or manage perceptions, but to genuinely uncover growth areas. Feedback-seeking behavior, as defined in academia, involves getting feedback to understand and improve performance. Since 1983, research by Dr. Susan Ashford and others highlights its positive impact on performance. Here is a process I've seen work: 1. Understand your intention. 2. Let your mentors, clients, and stakeholders know ahead of time how much you value feedback. This way, when you do ask, they may be more psychologically primed to give you something valuable. 3. When you do ask, be specific and grant time to the receiver. Many struggle when put on the spot with a general ask like: "Can I get your feedback?"

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2 Choose the right source

Not all feedback is equally valuable or relevant. You need to choose the right source of feedback depending on your goals, context, and relationship. For example, if you want to improve your technical skills, you might ask for feedback from a mentor who has more experience and expertise in your field. If you want to deliver better results, you might ask for feedback from a client who has specific needs and preferences. If you want to build stronger relationships, you might ask for feedback from a stakeholder who has a different perspective and interest.

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3 Ask at the right time

Timing is important when you ask for feedback. You want to avoid asking for feedback when the other person is busy, stressed, or distracted. You also want to avoid asking for feedback too late or too early in a project or process. Ideally, you want to ask for feedback when the other person is available, relaxed, and attentive. You also want to ask for feedback when there is enough time and information to give and receive it effectively.

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4 Use the right method

The method you use to ask for feedback can influence the quality and quantity of the feedback you receive. You need to consider the preferences, convenience, and comfort of the other person when you choose the method. For example, some people might prefer to give feedback in person, while others might prefer to give feedback in writing. Some people might prefer to give feedback on specific aspects, while others might prefer to give feedback on the overall impression. You need to use the right method to encourage honest, constructive, and actionable feedback.

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5 Be specific and open

The way you phrase your feedback request can also affect the response you get. You need to be specific and open when you ask for feedback. Being specific means asking for feedback on a particular topic, skill, or outcome that you want to improve or understand. Being open means inviting feedback on both positive and negative aspects, as well as suggestions for improvement. You need to be specific and open to show that you are genuinely interested, motivated, and receptive to feedback.

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Joshua M.
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I’ve found that I truly despise when a manager or supervisor says “I’m doing great”. I always ask myself, how am I doing great? What can I improve upon? Was my last project inline with the organizations goals and objectives? Due to these questions I always developed, I would be very specific about my feedback from my superiors. As a lead firefighter I made sure to always give my young firefighters a positive about what went well that day/assignment, what I see they can improve upon, and how we can make their strengths and weaknesses work for the team.

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6 Listen and appreciate

The last step in asking for feedback is to listen and appreciate the feedback you receive. Listening means paying attention, asking questions, and clarifying any misunderstandings. Appreciating means thanking, acknowledging, and respecting the feedback giver. You need to listen and appreciate the feedback to show that you value the other person's time, effort, and opinion. You also need to listen and appreciate the feedback to learn from it and apply it to your career development.

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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?

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How do you ask for feedback from mentors, clients, and stakeholders?

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1 Know your goals

2 Choose the right source

3 Ask at the right time

4 Use the right method

5 Be specific and open

6 Listen and appreciate

7 Here’s what else to consider

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