What do you do if you want feedback on your performance from your boss?
Seeking feedback from your boss can be a pivotal step in your career development. It demonstrates a commitment to self-improvement and a proactive approach to your job. Whether you're looking to refine your skills, understand your strengths and weaknesses, or simply want to ensure you're on the right track, asking for feedback is an essential strategy. But approaching your boss for a performance review can be intimidating. It's important to do so thoughtfully and professionally to ensure the conversation is productive and beneficial for your career growth.
Before initiating the conversation, take a moment to reflect on your own performance. Identify specific areas where you feel you've excelled and others where you believe there's room for improvement. This self-assessment will not only show your boss that you're self-aware but also provide a structured foundation for the discussion. By having clear points to address, you can steer the conversation constructively and make the most of the feedback session.
Choosing the right time to ask for feedback is crucial. Avoid busy periods where your boss may be under pressure, as they might not be able to give you their full attention. Instead, opt for a quieter moment or after the successful completion of a project. This can be an opportune time as your performance is fresh in their mind, and they might be more receptive to providing detailed insights.
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- Avoid requesting feedback during the busiest times, like right before a major product launch or the end of a sales quarter. Your boss likely won't be able to give you their full attention. - Instead, ask after you wrap up a project or after a team accomplishment, like winning a new client. The recency makes it easier for your boss to give specific input on your contributions. - For example, if you're a recruiter, a great time to ask is right after successfully filling a hard-to-hire role. Your boss can comment on your sourcing strategies, screening techniques, and client management skills.
It's advisable to make a formal request for a feedback session. Send an email or speak to your boss directly, expressing your desire for a performance review. Be specific about what you're seeking feedback on and mention that you're eager to learn and grow in your role. This approach shows professionalism and respect for your boss's time, increasing the likelihood of a positive response.
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- While a casual "how am I doing?" in the hallway can work, it's better to set up a dedicated feedback session. Send a calendar invite for 30 minutes explicitly for a performance discussion. - In the meeting description, note 2-3 topics you want to cover, like "I'd love your feedback on how I can improve my sales pitches and demo calls." This focuses the conversation on your key priorities. - Consider requesting the meeting after you complete your self-assessment. You could say "I've been reflecting on my performance and would value your input. Could we meet next week to discuss my progress and areas to improve?"
During the feedback session, approach the conversation with an open mind and a positive attitude. Listen actively to what your boss has to say, and resist the urge to defend yourself or make excuses. Take notes if necessary, and ask clarifying questions to fully understand the feedback. This is a learning opportunity, so embrace any constructive criticism as a chance to improve.
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- Bring a list of questions to guide the conversation. Ask things like "What are your expectations for someone in my role?" "How am I doing in terms of my core KPIs?" "Where do you see opportunities for me to take on more?" - When your boss is giving constructive feedback, listen carefully and take notes. Avoid getting defensive - remember this is to help you grow. Paraphrase their points back to confirm your understanding. - For example, if your boss says you need to speak up more in client meetings, you could say "I hear you - I should share my ideas more actively and not always defer to the account manager. I'll work on that."
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Performance feedback should not be just a quarterly, semi-annual, or annual process. Effective performance management necessitates the continual feedback loop. At ALL TIMES we should be open to feedback from our management and other colleagues. That being said they should also be open to the expectation that we approach them asking how we are doing. That open and honest communication flow makes for the best outcomes.
After receiving feedback, take some time to process the information. Reflect on what was said and how it aligns with your self-assessment. Then, create an action plan to address the areas that need improvement. Setting specific goals and timelines will help you stay on track and demonstrate to your boss that you're taking their feedback seriously.
Finally, keep the momentum going after the feedback session. Regularly check in with yourself to monitor your progress and consider asking for follow-up meetings with your boss to discuss your ongoing development. This continuous dialogue can help solidify your relationship with your boss and show that you're committed to continuous improvement.
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