What do you do if you want to enhance your performance by actively seeking feedback from your boss?

Here's a step-by-step approach you can take: Initiate: Schedule a meeting or one-on-one conversation with your boss to discuss your performance and solicit feedback. Frame the discussion in a positive and constructive manner, emphasizing your commitment to personal and professional growth. Be Prepared: Prepare for the feedback conversation by reflecting on your performance, achievements, challenges, and areas for improvement. Consider specific examples or instances where you demonstrated certain skills or faced obstacles. Open-Ended Questions: Encourage your boss to provide candid and specific feedback by asking open-ended questions. Listen Actively: Listen attentively to your boss's feedback without interrupting or becoming defensive.

The first step is self-assessment. You must be able to identify your own strengths and flaws. Evaluate your performance to date. Schedule one-on-one meetings with your employer. This could be biweekly, monthly, or quarterly. Prepare to listen and accept constructive feedback. During the meeting, make notes on the most significant points. This allows you to remember the feedback and informs your manager that you value their input.

We have to schedule a meeting with your boss 2 months once to discuss your performance & request feedback. During this feedback session, listen attentively to your boss comments without interrupting. Check with your boss periodically to provide updates on your progress and solicit additional feedback. In-addition to that we can seek feedback from your colleagues, mentors or peers who can provide different perceptive on your performance. Approach feedback as an opportunity for growth rather than criticism. This can help you gain a more comprehensive understanding of your strengths & areas for development.

If you want to enhance your performance by actively seeking feedback from your boss, the first step is to schedule a meeting with your boss and express your desire to receive constructive feedback. During the meeting, be open to hearing both positive and negative feedback and ask specific questions about areas where you can improve. Take notes and ask for clarification if needed. After the meeting, use the feedback to create an action plan and set goals for improvement. Keep your boss updated on your progress and continue to seek feedback regularly to ensure you are on the right track.

Take notes. Keep a record of the feedback so that you can refer back to it and track the steps you're taking to improve your work performance. Reflect and respond. Once you've requested and received feedback, spend time reflecting on what was shared with you.

The objective of taking feedback is to understand other person’s thoughts, and to know where we might be lagging in our journey. Feedback may not always be positive. Being open enough to listen to our shortcomings and opportunities for improvement is going to help us. When we firmly believe that we are the MD of our career, even a small feedback will be a game changer for us. However, one must learn to differentiate from whom to seek feedback. Feedback from the right person will change one’s perspective!

Always approach your boss for a feedback keeping a GROWTH MINDSET and also remember it is not about the messenger but the MESSAGE. You have little to no control over how the communication is relayed, Yet how you assimilate the communication is largely in within YOUR CONTROL. The 'WHY' behind the feedback request is key to enable you STAY ALIGNED to the END GOAL.

Try to receive feedback from your best critics, but make sure you categorize people you receive into the red zone and green zone. After receiving the feedback back list it out and do data analysis. Make a realistic action plan and continuous follow-up, and later take feedback to make sure that everything is put into practice.

rather sharing significant milestones or improvements in your performance. By communicating your progress, you demonstrate that you've taken their feedback seriously and are committed to continuous improvement. It also reinforces the value of the feedback process

Context is important with feedback. Yes, feedback is a gift, but not all gifts have to be opened or used. Use feedback received in the context of your goals.