How to Get the Feedback You Need

Transcript

Presenter: Are you worried about getting or asking for feedback?

You needn't be. Feedback is a good thing. It can help to improve your performance, boost your career prospects and self-confidence, and show your boss that you care about your work. In fact, not getting feedback can make you think that your contributions aren't valued. So take the initiative and ask for it. When you do this, you do it on your terms. You are ready to hear the good and the bad and you demonstrate that you're open to improvement.

Asking for feedback can be intimidating because you're also opening yourself up to possible criticism, but no one's perfect, everyone makes mistakes. And it could really help you to get better at your job and hit your goals if you know there's a problem and what you can do to fix it.

The most obvious person to ask for feedback from is your manager, but they're not the only ones. Your colleagues may also have some great insights, as may your customers and suppliers, and, in fact, asking them will show that you care about what they have to say and about your relationship. So let's take a closer look at how to ask for and receive feedback.

First, think about why you want feedback so you can time your request appropriately. If you need feedback on your general performance, ask for it at a sensible time, like during your one-on-one. But if you need feedback on something specific, ask for it right away. This will mean you get the most accurate picture of your performance. General questions such as, "How am I doing?" will most likely receive general answers.

[Cut to a manager and team member talking to each other in an office.]

Max (the team member): Hi, Julia.

Julia (the manager): Hi Max.

Max: I just wanted to ask, have my weekly reports been okay?

Julia: Yeah, they're all right.

Presenter: But, if you want more detailed feedback ask a more specific question.

Max: What one thing could I change to make my reports better?

Julia: Well you could do with a bit more detail.

Presenter: If you are unsure about the feedback you've received, probe deeper. This'll help you to understand exactly what action you need to take.

Max: What sort of detail?

Julia: Well, your summaries are very good, but I could do with small links to supporting data, maybe some graphs.

Max: Yeah, I can do that.

[Cut back to the presenter talking directly to the camera.]

Presenter: If you receive negative feedback, it's tempting to make excuses or to point the finger of blame elsewhere. Learn to handle criticism with grace. Be open and diplomatic in your responses and thank the other person for their time and effort.

[Cut to a manager and team member talking to each other in an office.]

Julia: And your reports would be easier to follow if you use the right template. This one's for a monthly report.

Max: Ah, okay. Yeah, I can change that. Sorry about that. Thanks for letting me know.

[Cut back to the presenter talking directly to the camera.]

Presenter: Make an effort to listen to the details when receiving feedback. Don't respond straight away, even if you feel it's a little harsh, but do make sure you fully understood what was said.

Finally, act on the feedback. Reflect on what you've heard so you fully understand why and how you could improve. Then write out the steps that you need to take to achieve this. You might even want to consider making it a goal. This will help you to take ownership of it and dedicate some time for working toward it.

To recap, feedback is good. It's nothing to be afraid of and it can help you to improve your skills and even your career. Just remember to time it right, be specific and gracious and, above all, listen carefully. Then you can start to improve your performance and the value you add to your team.