Not Getting Feedback at Work? How to Get It Started

 

Most employees want to do a good job at work. Feedback from a boss tells us if we’re hitting the mark and enables us to adjust.

But not all bosses are forthcoming with regular feedback. They’re sometimes hesitant to deliver criticism or simply have so much on their plate that they struggle to carve out time.

The annual review of a young woman who once worked for me stands out …. She was a great employee and I regularly praised her work. (But, there’s always room for improvement, right?) So, during her performance review, I challenged her to try a new approach on a couple tasks. She was very upset. She asked why I hadn’t mentioned these things to her before … a good question. Truth was, I hadn’t paused long enough to consider it before I sat down to do this “required” performance review. I hadn’t taken the time to really think about her career or her professional growth. Bosses (especially inexperienced or untrained ones) make mistakes.

 

If your boss isn’t offering up regular feedback of your work, what can you do to encourage it?

Put yourself in the driver’s seat, experts tell us. This might be as simple as letting him or her know you’re interested, and that you’re not just fishing for a pat on the back.

Ongoing feedback is informal and you want it to be that way. So rather than setting up an appointment with someone to review a project, try to make the exchange more casual. The trick is to know what kind of feedback you’re looking for and get the dialogue started.

Feedback comes in several forms, suggests hbr.org. Of course, we all enjoy praise and appreciation. But if it’s growth you’re after, you should be looking for suggestions on how you can do your job better. There are definitely situations with a busy or especially absent boss, where you simply need feedback because you want to make sure your boss notices your work.

 

Communicating well matters. Register now for Building More Effective Work Relationships, a live, online course.

 

Suggestions to help draw workplace feedback:

• If your boss compliments your work, ask what you can do better or differently. First, acknowledge the compliment: “Thank you for the compliments. They make me feel very appreciated.” Then ask, “How could I have done things differently or better?” “I’m really interested in expanding my skills — what’s one thing you would have liked me to handle differently?” You could talk specifics. “I thought it was interesting when _____ happened. How would you have handled that?” Open-ended questions start a discussion and give your boss an opportunity to truly consider your efforts. Try questions that begin with “how” or “what” to get the best responses.
• Get examples if the feedback is unclear. If you’re told that you need to communicate with the team better, ask how. “What do you think would be the best way?” Or, if you did communicate, but your boss is unaware, outline what you did, and then ask how he or she thinks you could expand on those efforts. 

• Remember that your boss isn’t the only person at work who could give you constructive feedback. Clients, colleagues or even subordinates are also good sources. Ask: “What can I do to improve my work for you?” “How can I make this easier for you?” “How was my predecessor handling this differently … and did that work better for you?”
• If the feedback you get is negative, listen in a professional, receptive manner even if you disagree. Ask questions if you’re unclear on details. Keep your reactions — both verbal and nonverbal — neutral or positive. And remember, you’re trying to get the flow of feedback started and staying open-minded and grateful in the moment is best.

Don’t be afraid to ask for feedback. Timely, helpful suggestions on how you can do a better job make you a more valuable employee and often expand your skills. And getting that feedback in a steady, helpful flow rather than in one annual review puts you in charge of your own professional development.