How often should you request feedback from your manager?

2 Choose the right frequency

There is no one-size-fits-all answer to how often you should request feedback from your manager . It depends on various factors, such as the nature of your work, the expectations of your manager, the culture of your organization, and your personal preferences. However, generally speaking, it is recommended to request feedback at least once every six months. This can be more frequent if you are new to your role, working on a complex or challenging project, or undergoing a performance review. Additionally, feedback can be requested after completing a major task or milestone, when you have achieved a significant accomplishment or improvement, or when you have received positive or negative feedback from a client, customer, or colleague. Moreover, feedback should also be requested when you want to explore new opportunities or career paths or have a specific question or concern about your work.

3 Prepare for the feedback session

In order to ensure a successful feedback session with your manager, it is important to prepare in advance. You should begin by scheduling a meeting with your manager at a convenient time and place, and let them know the purpose and agenda of the feedback session. Additionally, review your goals, achievements, challenges, and areas of improvement, and gather any relevant data, evidence, or examples to support your feedback request. Make sure to create a list of specific questions or topics that you want to discuss with your manager, prioritizing the most important or urgent ones. Lastly, be open-minded when receiving feedback from your manager and avoid reacting defensively or dismissively.

4 Listen and respond to the feedback

During the feedback session, your primary role is to listen and respond to the feedback that your manager gives you. To do this effectively, focus on actively and attentively listening to what your manager says and asking clarifying questions if needed. Show appreciation for their time and effort, reflect on the feedback they provide, and ask for specific suggestions or recommendations on how to improve. Additionally, agree on a plan of action with your manager and follow up after the session to update them on your progress.

6 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?