When, Why & How to Collect Feedback

We're continuing the #HowtoWinatWorkSeries with a discussion on feedback because it is an important piece in being successful at work. When it comes to receiving feedback most wait until annual review time to learn just how well they are doing at work. The issue with this is that you are waiting a whole year to know exactly where you stand in your job performance. There is no need to wait for feedback. You can collect feedback throughout the year and here’s why you should.

Why You Should Collect Feedback - Collecting feedback from your manager or supervisor is important because you take the guessing game out of figuring out if you are a stellar employee or not. Many often believe they are doing a great job at work but how can you truly know if you have not asked? Some managers may not be great a providing feedback on a regular basis which is why you need to ask. Asking for feedback is taking ownership of your career by being proactive instead of reactive.

When to Collect Feedback - Meetings and check-ins to collect feedback from your team lead or manager should happen at least quarterly. If not quarterly, schedule a monthly meeting in person or via phone to discuss your performance at work. Scheduling a time to collect feedback allows your manager to prepare for your discussion and devote time just to helping you improve via the feedback given. Feedback in writing or by email is great when you are unable to meet face to face.

Feedback should also be collected after the completion of big tasks or major projects. This is an opportunity to gain insight on what was done well and what may need improvement. Now, you can course correct and do what is necessary to succeed with upcoming projects and tasks.

How to Collect Feedback - There are two ways to collect feedback from your manager, formal and informal. Formal feedback is scheduled time with your supervisor with the expectation to discuss your performance. You have planned in advance to schedule time on your manager’s calendar or your manager has scheduled time just for you. Formal feedback is usually a face to face conversation. During this discussion come prepared with a set agenda with questions to ask to move the conversation. Again, this is a proactive approach to managing your career.

Informal feedback is an unplanned and reactive way to finding out how you’re doing at work. You may ask your manager about their satisfaction with your performance or project in passing or while discussing another topic. Informal feedback can also be given via email. Your goal is to collect both formal and informal feedback in order to always stay in the know about your job performance.

Follow Up - After receiving feedback follow up with an email to recapture the discussion with your manager. Thank them for the feedback and give an overview of the discussion. Take it a step further by providing next steps and actions you will take to improve based on the feedback provided. Following up by email creates a paper trail to use a notes for yourself and to document the meeting for future discussions.

If you have not met with your manager and asked for feedback within the last 4 to 6 months this is the time to schedule a meeting to collect feedback. Use the tips provided as a guide to set up a meeting and share this with your coworkers so the entire team can win at work!

Published by Dee C. Marshall - For bookings or media appearances call 732-377-2049 or email Jenelle@DeeCMarshall.com