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What do you do if your career transition requires feedback and evaluation?

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Changing careers can be challenging, especially if you need to learn new skills, adapt to different work environments, and prove your value to potential employers. One of the most important aspects of a successful career transition is getting feedback and evaluation from various sources, such as mentors, coaches, peers, managers, and customers. Feedback and evaluation can help you identify your strengths and weaknesses, improve your performance, and align your goals with the expectations and needs of your new career. However, feedback and evaluation can also be difficult to seek, receive, and apply, especially if you are not used to them or if they are negative or conflicting. In this article, we will discuss some strategies to help you navigate the feedback and evaluation process in your career transition.

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Purificación Mora Ramírez

Headhunter & Career Coach en Grupo Master Consulting (división Esnet Consulting & Management) | Gestión del cambio…
Erica Barati

HR CommOps at Uber
Cecilia Dey

??Desarrollo de Carrera ??Entrevistas de trabajo eficiente.

1 Identify your feedback and evaluation needs

Before you ask for feedback and evaluation, you need to have a clear idea of what kind of information you are looking for and why. For example, you may want to know how well you are performing in your new role, what skills you need to develop or improve, how you can increase your visibility and credibility, or how you can solve a specific problem or challenge. You also need to consider who can provide you with the most relevant and useful feedback and evaluation, such as your mentor, coach, supervisor, colleague, or client. Depending on your feedback and evaluation needs, you may have to use different methods and tools, such as surveys, interviews, observations, assessments, or portfolios.

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Purificación Mora Ramírez

Headhunter & Career Coach en Grupo Master Consulting (división Esnet Consulting & Management) | Gestión del cambio organizacional, Formación y Desarrollo
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Antes de buscar una evaluación por parte de una persona que realice funciones como mentor, se puede buscar retroalimentación en las personas que están a nuestro alrededor, preguntándoles cuales son nuestras fortalezas o áreas a mejorar. Otra opción es realizar formaciones que nos ayuden a desarrollar y potenciar nuevas habilidades o herramientas que ayuden a que nuestra carrera profesional despegue sin tantas barreras.

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Cecilia Dey

??Desarrollo de Carrera ??Entrevistas de trabajo eficiente.
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Hay dos formas, pedir feedback para que otro identifiquen tus áreas de mejora y luego compararlas con tus observaciones; o, tú haces una lista de áreas de mejora y luego comparas con los comentarios que recibirás del feedback. Puede ser para desempe?arte mejor en el cargo actual, para prepararte para el siguiente nivel; o para armar tu plan de desarrollo de carrera. Es altamente probable que existan coincidencias de criterio. Identificadas las brechas, haz la lista de acciones para disminuir los gaps. Pide nuevas ideas para avanzar en el proceso. Considera a personas de tu trabajo, varios niveles, amigos y familiares. Seguro que obtendrás un análisis de 360°

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Yuvika Iyer, CERM, CARW, CRA, MBA

Unlock top IT roles | $2M+ in Client Earnings | High-Tech Executive Resume & LinkedIn Profiles for Senior IT leaders | Certified & 7X TORI Award-Winner | Former Recruiter
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As an Ex-Recruiter, I know that navigating a career transition can be like charting a course through uncharted waters. First, pinpoint exactly what feedback you need. Is it about your industry knowledge, specific skills, or understanding the new role's expectations? Get specific. If you’re moving from sales to marketing, for instance, you might need feedback on your digital marketing skills or content creation. Actionable Strategy: Make a list of key skills or areas where you seek feedback. This will help you target your requests effectively and ensure you’re getting the information you need.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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If your career transition requires feedback and assessment, seek out professional evaluations, career assessments, and feedback from mentors or career counselors. Utilize tools like personality assessments, skills inventories, and interest surveys to gain insights into your strengths and areas for development. Constructive feedback can help you tailor your career transition plan and make informed decisions to successfully navigate your career change.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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Before seeking feedback and assessment, clarify the type of information you need and why. Determine if you want to assess your performance in a new role, identify skills to develop, enhance visibility, credibility, or address specific challenges. Consider who can provide relevant feedback - mentor, coach, supervisor, colleague, or client. Tailor methods like surveys, interviews, observations, assessments, or portfolios based on your feedback and evaluation needs.

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2 Ask for feedback and evaluation proactively and respectfully

Feedback and evaluation are not always given spontaneously or regularly, so you may have to initiate the conversation and request them from your feedback providers. When you do so, make sure you are proactive and respectful. Proactive means that you show interest and enthusiasm for learning and improving, and that you seek feedback and evaluation at appropriate times and frequencies. Respectful means that you acknowledge the expertise and experience of your feedback providers, and that you express your appreciation and gratitude for their time and input. You also need to be specific and clear about what kind of feedback and evaluation you want, how you want to receive it, and how you will use it.

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Purificación Mora Ramírez

Headhunter & Career Coach en Grupo Master Consulting (división Esnet Consulting & Management) | Gestión del cambio organizacional, Formación y Desarrollo
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Buscar retroalimentación es encontrar a la persona adecuada para poder hacerlo. No todo el mundo tiene el conocimiento de tus metas o del sector de actividad hacia donde quieres dirigirte. Mientras más conozca esa persona el ecosistema laboral y te conozca a ti, mejor y más objetiva será la evaluación.

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Yuvika Iyer, CERM, CARW, CRA, MBA

Unlock top IT roles | $2M+ in Client Earnings | High-Tech Executive Resume & LinkedIn Profiles for Senior IT leaders | Certified & 7X TORI Award-Winner | Former Recruiter
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Don’t wait for feedback to come to you, seek it out. Approach colleagues, mentors, or industry connections. Frame your request in a way that shows you value their opinion and expertise. Sample Request Script: “Hi [Name], as I transition into [new role/field], I’m keen to get your insights on [specific area]. Your expertise in [relevant skill/role] is something I greatly respect. Could we schedule a time for a brief chat?” Be prepared for constructive criticism. Approach the feedback with an open mind and a willingness to learn and adapt.

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Mariam Lawal ACIPM, HRPL

Human Resources Executive | BPO People & Culture | CX Process Management & Implementation | Onboarding Professional Guide | Benefits & Compensation Management | Talent Management & Acquisition
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If one’s career transition requires feedback and evaluation, one thing to do is to seek out mentors, peers, or supervisors who can provide constructive feedback on one’s progress. Actively solicit input, reflect on it, and adjust your approach accordingly to ensure a successful transition

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3 Receive feedback and evaluation with an open mind and a positive attitude

Feedback and evaluation can be hard to hear, especially if they are negative, critical, or unexpected. However, you need to resist the urge to react defensively or emotionally, and instead, listen carefully and attentively to what your feedback providers are saying. Try to receive feedback and evaluation with an open mind and a positive attitude, meaning that you are willing to learn from them and see them as opportunities for growth and improvement. You also need to ask questions and clarify any points that are unclear or confusing, and avoid making assumptions or judgments about the feedback providers' intentions or motives.

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Cecilia Dey

??Desarrollo de Carrera ??Entrevistas de trabajo eficiente.
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Al recibir el feedback, no tomes como una crítica los puntos de mejora. Los errores o desviaciones nos muestran en qué debemos trabajar. Antes de reaccionar, toma un tiempo, reflexiona. Si necesitas tiempo, pide una segunda entrevista para hacer preguntas. Puede ser que recibas comentarios que no esperabas. Prepara las preguntas con calma. No exacerbes la emocionalidad.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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Receiving feedback and evaluations, especially when they are negative, critical, or unexpected, can be challenging. It is crucial to resist the urge to react defensively or emotionally. Instead, listen attentively to what your feedback providers are saying. Approach feedback with an open mind and a positive attitude, viewing it as an opportunity for growth and improvement. Ask questions to clarify any unclear points and avoid making assumptions or judgments about the intentions of the feedback providers. Embrace feedback as a chance to learn and enhance your skills, fostering a mindset of continuous development and progress.

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Layinka Dare-Akanni, GPHR

Humanizing the world one workplace at a time||Admin par excellence ||Workplace Coach|| HR Business Driver|| HR Leader|| Strategic HR|| ICF Certified Coach|| Certified HR Analyst
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Having an open mind and positive mindset is crucial to career growth. It helps you build resilience and increases your pace of growth. Stay positive, regardless!

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4 Apply feedback and evaluation to your career transition goals and actions

Feedback and evaluation are only valuable if you use them to inform your career transition goals and actions. After you receive feedback and evaluation, you need to reflect on them and identify the key messages, themes, and insights that they offer. You also need to evaluate the validity and relevance of the feedback and evaluation, and decide which ones you want to accept, reject, or modify. Then, you need to translate the feedback and evaluation into specific and realistic goals and actions that will help you enhance your skills, performance, and outcomes in your new career. You also need to monitor and measure your progress and results, and communicate them to your feedback providers and other stakeholders.

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Purificación Mora Ramírez

Headhunter & Career Coach en Grupo Master Consulting (división Esnet Consulting & Management) | Gestión del cambio organizacional, Formación y Desarrollo
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No hay que rechazar una retroalimentación negativa de personas que sean referentes en el desarrollo de carrera, ya que vista desde fuera puede ayudarnos a despegar en nuestras competencias profesionales y a reconducirnos para bien en el mundo laboral.

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5 Seek feedback and evaluation as an ongoing process

Feedback and evaluation are not one-time events, but rather, an ongoing process that requires continuous communication and collaboration. You need to seek feedback and evaluation regularly and consistently, and adjust your goals and actions accordingly. You also need to give feedback and evaluation to others who are involved in your career transition, such as your mentors, coaches, peers, managers, and customers. Giving feedback and evaluation can help you build trust and rapport, demonstrate your value and contribution, and foster mutual learning and support. You also need to celebrate your achievements and successes, and acknowledge the feedback and evaluation that helped you reach them.

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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?

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Erica Barati

HR CommOps at Uber
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If you want this transition probably you already know what is missing to have it. I suggest you to create the goals you want to achieve (SMART), make self evaluation in a period of time to understand your achievement… Also important to ask feedback not just to your leader, but to your team and also others stakeholders… And would be great if your company allows you to participate in a project, or something similar, to develop missing skills…

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Gustavo André Mota

|Psicologia| |Servidor Publico|
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Se minha transi??o de carreira exigir feedback e avalia??o, busco ativamente oportunidades para receber feedback construtivo de colegas, mentores ou supervisores em meu novo campo de atua??o. Solicito avalia??es formais ou informais sobre meu desempenho e progresso, demonstrando disposi??o para aprender e melhorar. Além disso, utilizo ferramentas de autoavalia??o para refletir sobre minhas próprias habilidades, pontos fortes e áreas de desenvolvimento, e estou aberto a sugest?es para aprimorar minha trajetória profissional. Ao integrar feedback e avalia??o em minha transi??o de carreira, posso identificar áreas de crescimento e ajustar minha abordagem conforme necessário.

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What do you do if your career transition requires feedback and evaluation?

1

2

3

4

5

6

1 Identify your feedback and evaluation needs

2 Ask for feedback and evaluation proactively and respectfully

3 Receive feedback and evaluation with an open mind and a positive attitude

4 Apply feedback and evaluation to your career transition goals and actions

5 Seek feedback and evaluation as an ongoing process

6 Here’s what else to consider

Career Management

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What do you do if your career transition requires feedback and evaluation?

1

2

3

4

5

6

1 Identify your feedback and evaluation needs

2 Ask for feedback and evaluation proactively and respectfully

3 Receive feedback and evaluation with an open mind and a positive attitude

4 Apply feedback and evaluation to your career transition goals and actions

5 Seek feedback and evaluation as an ongoing process

6 Here’s what else to consider

Career Management

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