How would you approach asking for feedback on your performance from your manager?

Be ready with specific questions during your performance review. Avoid asking general things like "What can I do better?". Here are a few examples: Are there upcoming projects or tasks you think I would be a good fit for? What steps can I take to position myself for future opportunities within our team?

'Feedback'; a topic very close to my heart! Feedback is one of the most underrated, yet one of the most POWERFUL tools that can be leveraged for ones growth and success. Choose the Right Time when your manager is not rushed or stressed. Schedule a meeting in advance to ensure they can give you their full attention. Be Specific by stating areas where you would like feedback on. Be Open and Receptive: Remember, this is an opportunity for growth. Ask for critical incidents & examples. Take Notes: This shows you value your manager’s input and helps you remember/act on the same. Express Appreciation for the feedback. Follow Up; this shows that you take their advice seriously and are dedicated to personal development.

Refer to your last evaluation or the job description to identify some larger areas that you want to grow in. Ask for feedback on how you are progressing towards that goal. Have your own examples to share--the good and the not-so-great. Ask for their insights. Listen and take in the information. Express your gratitude as providing concrete feedback can be challenging. Set a follow up meeting after you've digested the feedback and share some ideas for how to improve then ask for their input. This makes improvement a collaborative effort where you are developing an ally in your professional development.

Have your portfolio of evidence to support your scores. Agree on the date and time for the session. Accept the feedback and where needed request for clarity.

Asking for feedback can be challenging, but it's crucial for professional development. When requesting feedback from your manager, it's essential to prepare beforehand by identifying both your strengths and areas for improvement. Asking specific questions helps gain clear insights into performance and growth opportunities. Practicing active listening during the conversation is essential for fully understanding the practical examples provided. It's important to resist the urge to immediately rebut responses, allowing for complete absorption of the feedback received. Structuring the conversation also ensures that all relevant points are effectively addressed.

Acredito que seguindo este passo a passo seja muito eficaz. Escolha o Momento Adequado: Encontre um momento conveniente para o seu gerente. Seja Direto e Claro: Expresse diretamente o seu desejo de receber feedback. Demonstre Abertura: Mostre que você valoriza a perspectiva do seu gerente. Prepare Exemplos Concretos: Tenha exemplos ou projetos específicos em mente. Aceite o Feedback de Forma Positiva: Ou?a atentamente e fa?a perguntas clarificadoras. Discuta Planos de A??o: Proponha planos para melhorar, se necessário. Agrade?a e recapitule: Agrade?a pelo feedback e recapitule os pontos discutidos. Este resumo ajuda a manter o foco na abordagem profissional e construtiva do pedido de feedback.

The right timing is often the key to success. However, there is no reason for delaying the conversation. The workload may depend on different factors in the team/company. If there aren't enough people to do the work the right time may never come. Don't delay conversations that may be crucial for your career, a good manager, who cares about their team, will always find time for their employees.

Never wait until annual review time to ask for feedback. Take the initiative to meet with your manager a few times a year to ensure that you're meeting expectations. Ask for their impressions on the way you handled specific situations which as onboarding new hires, managing projects, or providing detailed financial reports. If you're given constructive feedback, make a note of it and ask for examples. Refrain from becoming defensive. Be professional and appreciative for their willingness to give you some feedback. Seek advice about how to improve your performance and schedule follow up discussions to track your progress.

Instead of a vague "Can I get some feedback?", try to be more specific. For example, "Can we discuss my recent project and any areas where I can improve?" Let your manager know you value their perspective and are eager to learn and grow. For instance, "I want to ensure I'm doing my best and continuously improving. Your feedback would be incredibly helpful." This shows that you are proactive and committed to your professional development. Similarly, if the feedback is general, ask for examples to better understand what you can work on. "Could you provide an example of a situation where I could have handled things differently?"

There are some great feedback tools that can help you if you struggle to articulate what feedback you want. Remember feedback is only helpful if it answers questions you have. Saying you are doing great is not as helpful as you think because what does great mean, and what context is it referring to! a simple one is stop - start-continue - this is helpful for general performance feedback for example Another way is simply to give the context of what you want feedback about and how it will help you. For example, can you give me some feedback on how i came across in the meeting yesterday when i presented. How clear was my message? Did you understand my message? This would be helpful as I'm trying to improve how i land my messaging.

Je suis parfaitement en phase avec le "Soyez précis" évoqué au point 3. Rien ne vaut une discussion sur des sujets biens ciblés.

Abra?ar a positividade ao pedir feedback ao seu gerente pode transformar a experiência em uma oportunidade de crescimento. Comece agendando uma reuni?o em um momento conveniente: "Oi [Nome do Gerente], podemos marcar uma conversa para discutir meu desempenho?". Durante a reuni?o, mantenha uma atitude positiva. Ao receber feedback, mesmo críticas, veja-as como oportunidades: "Obrigado pelo feedback sobre minha gest?o de tempo. Vou aplicar suas sugest?es no próximo projeto". Compartilhe também seus sucessos: "Consegui aumentar as vendas em 15% no último trimestre". Agrade?a sempre e demonstre entusiasmo para melhorar: "Agrade?o sua orienta??o, estou animado para implementar essas mudan?as".

Feedback offers a clear reflection of how others perceive you, your abilities, and performance which can be valuable even if it's not always what you want to hear. Once received, it's your choice to either adapt based on that feedback or seek an environment that aligns better with who you are.

Feedback isn't just about improving the areas that aren't going so great. It's also about figuring out how to improve those areas that are great but can be outstanding. There are those managers and supervisors who look at employees that take initiative as brownnosers. How you frame why you want feedback is crucial to helping them know that there is no ulterior motive.

Well. One thing important is that we shall be positive and at lease open and neutral to hold the ground during the feedback session - because we can not anticipate what to hear but we can manage how we react.

One thing I have found useful when wanting to get the most out of feedback is to hone my active listening skills by adopting the following process. Throwing in an early question to confirm the quality of our relationship? E.g. Is there one thing you can suggest that could help me be more effective team member? Following this question there may then be an opportunity to pop in a question for possibility. E.g. What might be I or 2 things I could do better to contribute to the team's success? Are there any resources you would recommend to support this? Would you be willing to give me regular feedback on my progress? Active listening can be spiked when the information being is highly personalied. Write notes. Review and explore more.

La escucha activa es esencial, los factores clave son: - Preparación mental y emocional: Mentalidad abierta y receptiva que está dispuesta a aprender y crecer. - Enfoque completo: Preste a la otra persona toda tu atención, evitando distracciones y realizar múltiples tareas a la vez. - Lenguaje de Positividad: utilice el contacto visual , siéntese y exprese interés con su postura. - Parafrasear y resumir: para asegúrese de comprender y demuestre su atención, repita lo que escuchó con sus propias palabras. - Preguntas Aclaratorias: haga las preguntas para aclarar cualquier duda y obtener mayores detalles. - Evite interrupciones: espere a que la la otra persona debe terminar de hablar antes de contestar.

When seeking feedback from your manager, preparation is key. Take time to mentally and emotionally prepare, recognizing feedback as a tool for growth. Reflect on specific areas where you seek clarity and be ready to discuss your own assessment. Timing matters too—choose a calm moment to ensure a constructive conversation. Be specific in your request, focusing on particular skills or projects. Approach the session positively, emphasizing your desire to learn and improve. Practice active listening during the feedback, showing respect by taking notes and asking clarifying questions. Follow up afterward to demonstrate your commitment to growth.

O mais importante é a disposi??o de realizar alguma a??o após receber o feedback, ou seja, qual o plano de a??o para realizar as mudan?as necessárias e continuar evoluir.

Try to incorporate feedback into a set cadence with your manager. One thing to consider is to have these conversations be part of feedback that will eventually be used in your mid-year/year-end performance conversations. A more frequent feedback loop reduces surprises, keeps everyone honest and on track, and reduces "crunch-time" work at the end of the performance year by keeping up with progress. Keep talking! :)

Before you ask your manager for feedback on your performance, plan out your desired 'so what' afterwards - how does this feedback help you achieve your professional goals? Understanding general feedback is great but targeted feedback in the direction you want to continue growing is even better. How do you want to grow in your role by year end? How does this growth transition to the next goal you have? I'm a firm believer that it's up to you to create your goals, not your manager. Know what you want and confidently share your goals during the discussion. Then ask them to identify the gaps you need to close to get you closer to your goals. Be sure to ask clarifying questions to ensure clarity. Examples work really well too.

Show Appreciation. Thank your manager for their time and insights. E.g. "I really appreciate you taking the time to provide this feedback. It’s invaluable for my growth." This reinforces the positive nature of the feedback exchange.

If in any doubt about seeking you could also try a different approach of asking for start, stop and continue. What areas do I need to start working on or try to boost performance? What things do I need to stop doing whether this is pointing out doing too much or not enough. And then what do you want me to continue. This covers all grounds, just make sure you do not apply pressure for an answer immediately as this will reflect the true feedback. And don't forget your manners, make sure you give thanks for your manager agreeing to give the feedback before actioned. It shows your willingness to hear what they have to say.