How to Ask for Feedback

Up until about a few years ago, I needed help understanding the power of feedback. My manager was the only person I would ask how well I performed my role. Occasionally I would email a 360-evaluation for a project I worked on. That’s the end of it. 

I am part of Toastmasters now, and we evaluate everything. We assess how well a person did their speech or, just in general, how well the meeting was run from start to finish. Feedback is a huge part of all aspects of a Toastmasters meeting. Since feedback is provided in the meeting, it’s fresh in everyone’s mind, and people can take concrete actions to avoid the mistakes that were called out and amplify the aspects that were performed admirably. Feedback helps us to see where we excelled and where we failed. 

What is Feedback? 

It’s sharing observations and opinions about someone’s performance or behaviour to support their development. 

Ask for Feedback 

Asking for feedback is an excellent way to help you grow in your career. Proactively seeking feedback enables you to grow, improve, and fine-tune your skills. It keeps you accountable, and you are guaranteed not to remain the same after this process. 

Who should you Reach out to for Feedback? 

To anyone, you work and collaborate with. 

• Peer to Peer 
• Top-down – Manager to you
• Bottom-up – Directs to you
• Mentors/Coaches
• Family/Friends
• Suppliers/Clients

Have you asked for feedback from all these people? What would you ask for? When is the right time to seek feedback? 

When is the right time to ask for Feedback?

During the Project 

1. Ask early – The best time to ask for feedback is when your work is halfway done. Once you reach the 50% mark, reach out and ask. It helps you receive feedback effectively and make course corrections if needed. Suppose you are almost done; it’s too late to change things. It would inevitably cause you to reject their idea and defend your work.  
2. Ask for specifics – When asking for feedback, be specific. If you ask, how did I do in my new role? People would be kind and say you are doing great. Instead, ask pointed questions. Was my presentation clear? How about the slides I put together? Did they bring clarity or confusion? Did the message reach the audience, and where do you think I lost them? Should I add more charts to the deck?
3. Ask often – Ask monthly or quarterly. Ask as often as you can. It helps you understand the expectations of your roles and responsibilities clearly. As a result of this clarity, you can elevate your performance to a higher level.

After the Project 

Request for feedback soon after a task, project or milestone is completed. It helps the person provide valuable insights based on the outcome/final product. 

How to ask for Feedback? 

When you ask for feedback, don’t ask a blanket question. Be specific. 

• If you have taken on a role or run an event or a project, take that opportunity to ask for feedback on how you excelled and could improve in what you did.
• If you are working on a specific skill, you can ask, hey, I am working on this area, and what would you suggest I improve on? 
• When you seek feedback, ensure it’s an area you are working on. I would appreciate it if you can provide me with your feedback on the project [x]. Your insights would help me build a better product for our clients. 
• If you are provided with feedback outside your ask, note it down. See if you can still use it. If not, tuck it away and revisit it for your next project or task.  

Conclusion 

If you are seeking to grow, then feedback is a must. If you want to be best in a particular area, seek feedback. Find people who do the things you do and ask for their feedback. You are the author of your development. Learning is only possible with feedback.

Feedback is the breakfast of champions.

Ken Blanchard