How can you effectively request feedback from your supervisor?

If I have to ask feedback it means that my supervisor is not the proper one. A proper leader gives feedback frequently not only on request or just to tick the box of a predetermined To- Do - List on management performance.

Being receptive is as important as having listening skills. There’s no right or wrong way of seeking feedback though the timing needs to be kept in mind. In my opinion always wait for emotions to be settled down at both ends before you seek feedback especially on any recent project. If it is generic then ask for examples which will help you comprehend it better. Sometimes we don’t accept the feedback and demonstrate that through our body language. This is a must avoid as receiving feedback is an opportunity to introspect and strive for betterment. Always step into the shoes of your supervisor to reflect/understand the right perspective. Don’t loose the opportunity as very few people are honest in their feedback.

One thing I've found helpful besides all the great contributions in here is just try to listen. it's hard not to talk back or justify ourselves when listening to unfavorable feedback. focus on listening. ask further questions to help you understand the bottom of what that person is saying. Feedback is a gift. if after all the questions and explanations you think there is no golden nugget there, at least you know you have a perception to change.

Effectively receiving feedback involves staying open-minded, asking clarifying questions, expressing gratitude, reflecting on the feedback, and setting actionable goals. Approaching feedback with a positive mindset is key for personal and professional growth.

Requesting feedback is a valuable practice, but it's essential to strategize beforehand. Consider the specific type of feedback needed, whether it's related to a project, personal development, or overall performance. Define clear goals to ensure the feedback aligns with your objectives. Understanding the purpose and potential impact of the feedback enhances the likelihood of receiving constructive and actionable insights.

While it makes sense to not ask for feedback when your supervisor is busy, stressed or distracted, try to ask for feedback as soon as possible after the event. Scheduling for and getting feedback routinely should be best practice but if you have completed a project try to get feedback as soon as after the project is completed.

Choosing the right time and format for feedback will help an individual get a constructive feedback. In person feedback gives more room for interaction. The feedback should also be done when the individuals are relaxed. Monthly feedback sessions are good as it helps the individual to have frequent interactions.

In my experience, it would be also good and helpful to make a little research and ask opinion of your main stakeholders. This findings should be added as backup for your request of feedback

A lot of employees and managers wait during formal performance appraisals to give feedback to each other. Often, these appraisals happen only once a year, at most twice. This frequency severely limits the chances and time an employee can act on feedback and improve performance. If you want to get regular and timely feedback, then you need to have regular catch ups with your superior. If he isn’t the one setting one on ones, don’t be afraid to ask for weekly or monthly meetings. These don’t need to be hour long sessions, as 15-30 minutes should be enough to update on work being done and to ask if there is any feedback (good or bad).

Prepare o Terreno - Seja Direto: Em vez de um pedido genérico, foque em áreas específicas ou projetos que você quer feedback. - Mostre-se Aberto: Deixe claro que você está pronto para ouvir, mesmo que sejam críticas.

Not only in conversations related to feedback but in every conversation, a sense of being respectful is extremely important. When there is mutual respect, the discussion goes in the right direction. Else, the entire tone of the conversation gets lost and you are in middle of no where. Feedback discussion must be handled carefully to seek the appropriate results with crisp and clear questions!

In seeking feedback from your supervisor, it's pivotal to honor their time and expertise, acknowledging their mentorship and leadership roles. Express gratitude for their insights, recognizing the value they bring to your growth. Remaining receptive and open-minded, even when feedback diverges from expectations, fosters a culture of learning and development. Active listening, coupled with respectful inquiry for clarity or examples, reinforces this dynamic. Feedback, devoid of personal connotations, serves as a catalyst for personal and professional evolution. Embracing feedback not only nurtures humility but also cultivates resilience, equipping individuals to navigate challenges and thrive amidst continuous improvement.

I will say here "Being Respectful and receptive" should be value in everyone personal as well as professional life. Either your leader, your colleague or co-worker giving you any feedback, suggestions to improve in your current process you should take it in very positive manner and should respect each and every thought that is giving you suggestions, best practices to be followed to improve yourself by doing learning, development and seeking feedback, do work on it along with your daily tasks and keep progressing until and unless you achieve and complete your feedback provided to you and make it possible with your small efforts.

Appreciation for their role and time is critical. It is a lot of work to be an effective mentor/evaluator/etc. It is also important that the person being evaluated receives the comments as they were intended. He/she should also take good notes, reflect on what she/he heard and clarify anything that seems confusing or "off". Otherwise, the evaluator is going to assume both parties have agreed to the discussion.

The response may be affirming or positive yet it still could be disturbing. Recognize and accept criticism with the attitude that it is a gift. Playing the improv game of Yes and might be useful regardless of your opinion on the validity of the topic or conduct at hand. From this data, you may be able to deduce the priorities of your coworkers and the opinion of upper management on your role.

When seeking feedback from your supervisor, be specific about the areas you'd like input on, express your willingness to learn and improve, and ask for both positive aspects and areas for development to ensure a well-rounded perspective.

To act on the feedback is most crucial step without it the entire process of feedback is just a process in paper. Working on your feedback helps you to improve your performance. It gives you an opportunity to grow.

Feedbacks are very important.One should not feel offended and should step into the shoes of the person giving feedback and look into the situation.It changes the entire perspective, once you act on it and feel the change, you would appreciate it, as things unless tried would not help you understand the problem/situation.Also this shows your commitment to continue and an attribute that you are a long term leader and not affected by something or someone so easily.

Act upon the feedback received to demonstrate your commitment to growth and improvement. And Remember, feedback is a valuable tool for professional development, so approach the conversation positively and with a growth mindset.

O feedback é valido quando há interesse mútuo no desenvolvimento, bem como no crescimento em conjunto. Receber o feedback em “v?o” sem tra?ar uma rota de evolu??o continuada, n?o funciona, ouvir sem absorver ou aplicar o que foi dito gera apenas transtorno e tempo gasto desnecessariamente. E principalmente manter os pontos positivos sempre rodando, afinal n?o adianta melhorar de um lado e descompensar do outro.

Budgeting and Forecasting need to be aligned with the organisations' goal vis a vis capacity to fulfill the same. To be more effective, supervisors' role play an important role, as they'll be the persons to be held responsible for actual results and any major deviation from the budget will have to be answered by them to the internal audits and top management. Thus the supervisors need to be aware of the importance of budget and forecasting and making them aware should be the very first step while collecting data related to present as well as future activities from the supervisors by the Budget preparation team.

In addition to the supervisor's feedback on my performance, I would also appreciate guidance on how to improve my skills and develop professionally. It would be beneficial to receive specific areas of improvement and suggestions.Also, I value constructive criticism and would like to know about any blind spots or weaknesses that I may not be aware of. This will enable me to work on these areas and become more well-rounded. Additionally, I would like to discuss any potential career growth. I believe open and honest communication with my supervisor is crucial for my professional development and I am eager to receive their input on how I can continue to grow and contribute to the organization's success.

Seeking feedback from a direct supervisor is essential for personal and professional development. It provides insights into performance, aligns work with organizational goals, and identifies areas for skill development. This process fosters self-awareness, builds trust, and clarifies expectations, contributing to career advancement and future opportunities. Regular feedback promotes continuous improvement, strengthens professional relationships, and enhances employee engagement, creating a positive and collaborative work environment.

Feedback is a reciprocal process. Encourage open communication by asking open-ended questions. This approach promotes a collaborative exchange, fostering a constructive and mutually beneficial interaction.

Be aware of body language and other indirect indicators that a supervisor may exhibit. If these actions are in contradiction to the feedback you are receiving, you most likely have a supervisor that either isn't comfortable with giving you feedback or doesn't understand how to communicate to you affectively. This may require an open and frank discussion with your supervisor about the contradiction that you are experiencing. In the Finance/Accounting profession, individuals are typically promoted for their finance and accounting accumen, but may be under qualified as a people manager. It's your career, be bold and go get your feedback!