From Exit to Excellence: Requesting Feedback as You Move Forward

The other day I was coaching someone who had just left their job.

"How did you say goodbye?" I asked. They responded with a long-winded answer about not really saying goodbye, as now that most teams are remote or working from home, there's no good way to do that.

Hmm... No!

Your ex-peers, ex-managers, or employees are your future Personal Board of Directors! Make sure you pack your bags from the previous workplace and take with you great learnings and inspiring connections.

How to start? Ask to connect and seek feedback.

When asking for feedback from a peer or manager after leaving a company, it's important to approach the situation professionally and respectfully. Here's a suggested approach:

Choose the right timing

Find an appropriate time to reach out to your former peer or manager. Ideally, wait a few weeks (but not too many!) after your departure to give them some time to adjust to your absence and settle into their new routine.

Select the right communication method

Consider the most suitable way to contact them. An email or a direct message via a professional platform like LinkedIn can work well. You might even consider a phone call if you had a close relationship.

Express your gratitude

Begin the message by expressing your gratitude for the opportunity to work with them and the experiences you gained during your time at the company. Show appreciation for their guidance and support throughout your tenure.

State your intention

Clearly state that you're seeking feedback on your performance and experience working together. Be transparent about your desire to learn and grow professionally, even though you've left the company.

Be specific with your request

Provide guidance on the type of feedback you're seeking. For example, you might ask for insights into your strengths, areas for improvement, or specific projects you worked on together. Make it easier for them to provide meaningful feedback by being specific in your inquiry.

Assure confidentiality

Reassure your former peer or manager that the feedback will remain confidential and that your intention is to use it constructively for personal and professional development.

Make it convenient

Be considerate of their time and workload. Offer flexibility and suggest a convenient way for them to provide feedback, such as scheduling a brief call or inviting them to respond via email.

Thank them in advance

Express your appreciation in advance for their willingness to provide feedback. Recognize that they are taking time out of their busy schedule to help you, and be grateful for their support.

Respect their decision

Understand that they may not be able or willing to provide feedback due to various reasons. Respect their decision if they choose not to participate or if they provide limited feedback.

Follow up with gratitude

Once you receive the feedback, regardless of its content, follow up with a sincere thank-you note. Express your gratitude for their time, insights, and continued support. This gesture shows your professionalism and appreciation.

Remember to approach the request for feedback with an open mind and a willingness to learn and grow. Feedback, even if it may be challenging to hear, can provide valuable insights that will help you in your future endeavors.

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I'm?Osnat (Os) Benari . I can help you bring your career vision to life!

I also wrote the book ??Starting From Scratch - Manage Change Like Your Career Depends On It

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