Feedback is a critical part of our growth and development. I have long believed that we need to grab the reigns and make sure that we are getting the feedback that we need. As professionals looking to grow and develop, it is not only our obligation, but it is also our right.
Feedback shapes so much of our career success. So I wanted to share my thoughts on the top things we need to know about seeking feedback.
Know what it is about
Feedback needs to be based on clear and specific goals. You and your boss need to come to a common understanding about these goals and how you are measuring them. Your goals should include both quantifiable outcomes (e.g., specifics such as numerical or tangible measurements) as well as competency development (e.g., behavioural skills, capabilities, etc.).
Know where you are
Once you have clearly defined your objectives, you can self-monitor on a daily basis. In fact, it is your responsibility to do so. Feedback allows you to validate your self-assessment and gain a broader perspective. Ideally, you and your boss are closely aligned in your opinions about your performance. Pay close attention to any discrepancies.
Know what you could change
Feedback helps you to decide whether you are on the right path. It also helps to give you the information you may need to chart a new path by helping you to understand what you need to do differently.
Know where you want to go
Feedback not only provides you with insight into today, but also a roadmap for how to get to where you want to be. Feedback allows you to check in on your progress on your future goals and helps you know whether you need to course correct or chart a new path. It may encourage you to add or interchange some of your goals.
Know that it is your right
Feedback is the fundamental underpinning of a good relationship between an employee and their supervisor. There should be a shared responsibility for feedback, along with growth and development. While managers need to make sure they are providing feedback, it is equally important for the employee to seek it out. As a professional looking to grow and develop, this is more than a decadent indulgence. Feedback is your right.
Granted, some bosses are not as keen (or skilled) at giving feedback as we would like them to be. Somehow, you both need to find the courage in your relationship to obtain this feedback. You could facilitate this process by asking for targeted input. For example, you could say “I noticed that there was not much head-nodding or discussion during my last executive presentation. What else could I do to prompt this?” In the event you encounter resistance from your boss and after failed attempts to request/encourage feedback, you may need to seek advice from your HR team. This may be difficult and will require courage on your part but it is imperative that you request a standard for leadership from your boss that you deserve. Obviously, this consultation with HR is a last ditch attempt but it may be necessary.
I have encountered many bosses that were willing and able to provide great feedback. I have also encountered a few that weren’t and did on one occasion seek support from my HR representative. I was pleased that I did in the end because after sitting down with the HR professional and my boss, we were able to convince him of the need for HIS benefit and mine. It turned a difficult situation and frankly a difficult relationship into an extremely productive one. Over the subsequent two years, this boss developed great skill in providing meaningful and productive feedback. I benefitted immensely and he went on to positions of even greater responsibility as a result of his reputation as a thoughtful, engaged leader!
I hope that you walk away from this article with greater insight into the power of feedback – and the determination to integrate feedback into your personal development plan.
Leave A Comment