What do you do if feedback is lacking in performance evaluations for computer science professionals?

1 Identify the source of the problem

The first step is to understand why you are not getting enough feedback in your performance evaluations. Is it because your manager is too busy, too vague, or too reluctant to give constructive criticism? Is it because your peers are not familiar with your work, not comfortable with giving feedback, or not aware of your expectations? Is it because your clients are not satisfied, not engaged, or not responsive? Depending on the source of the problem, you may need different approaches to address it.

2 Ask for feedback proactively

The second step is to ask for feedback proactively and regularly. Don't wait for your annual or quarterly performance review to get feedback. Instead, seek feedback after completing a project, a task, or a milestone. You can ask your manager, your peers, or your clients for specific feedback on your work, such as your code quality, your problem-solving skills, your communication skills, or your deliverables. You can also ask for feedback on your goals, your strengths, your weaknesses, or your areas of improvement. Be polite, respectful, and open-minded when asking for feedback.

3 Use multiple sources of feedback

The third step is to use multiple sources of feedback to get a more comprehensive and balanced perspective on your performance. Don't rely on one person or one channel to get feedback. Instead, use different sources of feedback, such as self-evaluation, peer review, client feedback, code review, online courses, online communities, mentors, or coaches. You can also use different methods of feedback, such as surveys, interviews, ratings, comments, or testimonials. By using multiple sources of feedback, you can gain more insights, identify patterns, and validate your assumptions.

4 Act on the feedback

The fourth step is to act on the feedback that you receive. Feedback is useless if you don't use it to improve your skills, your work, or your career. Therefore, you should take action based on the feedback that you receive. You can do this by creating an action plan, setting SMART goals, tracking your progress, and measuring your results. You can also do this by seeking more feedback, asking for help, or taking courses to learn new skills. By acting on the feedback, you can demonstrate your commitment, your growth, and your value.

5 Give feedback to others

The fifth step is to give feedback to others who may need it or appreciate it. Giving feedback is not only a way to help others improve their skills, their work, or their career, but also a way to build trust, rapport, and respect with your manager, your peers, or your clients. Giving feedback can also help you improve your own skills, such as communication, critical thinking, or leadership. When giving feedback, you should be specific, timely, honest, positive, and constructive.

6 Seek feedback from yourself

The sixth step is to seek feedback from yourself. Sometimes, the best feedback comes from within. You can seek feedback from yourself by reflecting on your performance, your achievements, your challenges, or your satisfaction. You can also seek feedback from yourself by journaling, meditating, or practicing gratitude. Seeking feedback from yourself can help you increase your self-awareness, your confidence, and your motivation.

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?