What do you do if you're seeking feedback and guidance from your boss in an IT career?

Schedule a Meeting: Request a meeting with your boss to discuss your performance and seek feedback. This ensures that both you and your boss have dedicated time to focus on the conversation without distractions. Prepare Specific Questions: Before the meeting, identify areas where you would like feedback or guidance. These could include technical skills, project management, communication, teamwork, or career development. Prepare specific questions related to these areas to guide the discussion. Be Open and Receptive: Approach the meeting with an open mind and a willingness to receive constructive criticism. Remember that feedback is valuable for your growth, even if it may be difficult to hear at times.

Here is what I would do: 1) Give my boss an indication that I would like some feedback in general on a specific topic. 2) Ask for a choice do they want to talk in a face to face meeting or via a feedback form 3) Ensure to take note of all the feedback received. 4) Or the best thing would be to block some time for a regular cadence to meet regularly and ensure the feedback is relevant and immediate.

If seeking feedback and guidance from your boss in a IT career, schedule a meeting to discuss career goals, areas of interest, and developmental needs. Share accomplishments, challenges, and concerns openly, welcoming constructive feedback and seeking guidance on skill improvement and career advancement. Demonstrating initiative and a commitment to professional growth is typically valued by bosses, so seize the opportunity to showcase dedication to success in the IT field.

Navigating my IT career, I've always seen the value in clear, actionable feedback. But learning how to solicit and use that feedback effectively? That was a game-changer. It starts with a simple step: I ask my boss for a dedicated meeting. This isn't just any catch-up. It's a strategic session focused on my performance and growth areas. Before the meeting, I jot down key points I'm curious about—be it coding practices, team collaboration, or leadership skills. This preparation shows I’m not just after any feedback; I’m after meaningful feedback that can propel me forward. In these meetings, I make it a point to be all ears. It’s about embracing the tough stuff, knowing it’s the fuel I need to push my limits.

The top lines of argument about this matter, I am going to magnify them. setting up good relationships and undertaking a proper work of the boss, revealing the points and expecting outcomes, utilizing the Johari Window technique, arranging feedback sessions regularly, speaking a correct language when soliciting feedback, remaining open-minded and responsive, and accepting the advantageous feedback given. In a way, it also highlights the critical role of mentoring, feedback and coaching, implementing 360-degree feedback, crafting performance development plans, seeking a growth mindset, managing emotions towards feedback as well as embracing introspection.

In my early days leading a tech team, I noticed our ideas were often recycled and lacked spark. Determined to break the cycle, I implemented a simple yet transformative approach: inviting diverse perspectives. I started by organizing brainstorming sessions that included team members from various departments—not just tech. We also invited feedback from our end-users, incorporating their insights directly into our development process. The result? A surge of fresh, innovative ideas that we would have never reached in our usual echo chamber.

Request a dedicated meeting to discuss your performance and development goals. Prepare specific questions and topics to maximize the session's productivity.

- Schedule a dedicated meeting for feedback - Demonstrate commitment to professional growth - Clearly communicate intentions for the meeting - Respect your boss's time by keeping the discussion focused

You as a candidate seeking feedback would know which topic you require the inputs for. Ensure to be specific to get the best feedback from your manager. This can further be broken down as actionable items that you can track your progress against. This will ensure that you have metrics against the work you do.

Early in my role as a project manager, I faced a plateau in my professional growth. Realizing I needed direct and actionable feedback, I adopted a strategy that significantly shifted my career trajectory. Before my next feedback session, I meticulously prepared a list of specific areas I wanted to improve, ranging from communication skills to project delivery metrics. I presented these to my manager during our scheduled meeting, asking for targeted advice rather than general comments. The outcome was transformative. With precise feedback, I could implement concrete steps and measure my progress accurately. This approach not only boosted my performance but also demonstrated to my team the value of specificity in professional development.

Being specific ensures constructive and actionable insights. Clearly define the areas you want to improve or discuss, providing examples of your work or situations where you need input.

- Be specific about the feedback you're seeking - Pinpoint particular projects or skills for improvement - Seek actionable advice and clearer goals - Make it easier for your boss to recall relevant examples

Not long ago, our design team was stuck in a rut. Every project felt like a remix of previous ones; we were clearly spinning our wheels. Realizing we desperately needed a new spark, I decided to experiment. I invited colleagues from marketing, engineering, and even customer service to join one of our brainstorming sessions. The room buzzed with energy as fresh perspectives collided with our usual ideas. The diverse backgrounds of our new team members injected new life into the conversation, each offering unique insights that our core team might never have considered. This wasn't just a successful meeting; it fundamentally changed how we approach innovation.

Listening actively is crucial. Focus on understanding their insights without interrupting and ask clarifying questions if needed. Show appreciation for their feedback and reflect on it thoughtfully. This attentive approach demonstrates respect, fosters open communication, and helps you effectively incorporate their guidance into your professional development.

- Practice active listening - Avoid defensiveness or explanations - Take notes and ask clarifying questions - Demonstrate value for their input

A couple of years ago, our R&D team was struggling. Despite being talented, their ideas were becoming predictable. Keen to disrupt this pattern, I introduced an initiative where team members from different departments collaborated on projects. We also sought input directly from customers. The change was transformative. Engineers exchanged notes with marketers, customer service provided real-world insights, and suddenly, we were no longer recycling old concepts. This blend of diverse perspectives led to breakthrough innovations that truly resonated with our users.

After receiving feedback, take time to analyze and understand it. Develop an action plan to address the areas for improvement, setting specific, achievable goals. Implement the suggested changes and monitor your progress.

1. Reflect deeply on the feedback provided after the meeting with your boss. 2. Evaluate your own performance honestly, acknowledging areas where improvement is needed. 3. Translate feedback into actionable steps by breaking down areas of improvement into specific tasks. 4. Set SMART goals based on the feedback, defining what success looks like and establishing milestones. 5. Regularly review progress towards your goals, adjusting your approach as needed. 6. Use feedback as an opportunity for growth and development in your IT career.

Schedule a subsequent meeting to discuss your progress and any challenges faced while implementing their suggestions. Provide updates on the steps you've taken and seek further guidance if needed

Cultivate a growth mindset to embrace constructive criticism. Regularly document your progress and challenges to provide context during discussions. Engage in continuous learning and skill enhancement to demonstrate your commitment to development.

I think it's important to not forget the human aspect in work relationships. When you are looking for advice, the key is to be thankful and to show the benefits you get from what have been discussed - especially if you see positive results. In the opposite case, a feedback is a good opportunity to explain your experience, to discuss more and to improve, in order to get what is the real deal.