Imagine a work environment where feedback on what is done well and what needs improvement is provided openly, regularly, with good intentions and valuable insights. Dialogue is the dominant mode of communication. Everyone is aware of their strengths and areas for improvement and speaks about them openly. They are willing to ask for, offer, and receive support, share knowledge, discuss dilemmas, and exchange perspectives. People feel comfortable and fulfilled. Respect and trust prevail, and excellent results naturally follow.

Would you want to be part of such a workplace? Or perhaps you already are?

If we want to cultivate a supportive work environment, we cannot do so without giving and receiving feedback effectively.

• • Without regular, actionable feedback, personal and professional growth becomes impossible. To enhance our knowledge, skills, and abilities—and to advance in our careers—it’s essential to receive feedback on our work. After all, we can’t improve something if we’re unaware it’s not working.
  • Feedback is an essential element of two-way communication, effective task delegation, and mentoring or coaching sessions. Simply put, it helps us improve our performance and boosts our chances of career growth. As our self-confidence grows, it shows our superiors and colleagues that we are truly invested in our work.
  • On the other hand, the absence of feedback can lead us to feel that our contributions are neither valued nor recognized, causing us to question the significance of our role and our overall competence. This can, in turn, impact our motivation and level of engagement.
  • For optimal development, the best results come from striking a balance between positive and corrective feedback. Positive feedback highlights what we’re doing well and motivates us to continue those behaviors. Meanwhile, constructively delivered corrective feedback inspires us to adjust certain behaviors in order to achieve the desired outcomes.

  Simply put, without effectively using this tool, we have no clear direction.

• • Our superiors – They’re often the first to come to mind, and rightfully so, as they can provide valuable insights. However, they should not be our only source of feedback.
  • Our colleagues – Colleagues often have a clear perspective on what we do and how we do it. They may notice things that we, or our supervisors, might overlook.
  • Our clients – If you’re wondering how they might respond to this request, remember that asking for feedback shows we care about the collaboration and the quality of the products and services we provide. It’s also an opportunity to clear up misunderstandings and address issues before they affect trust and partnership.

  Other stakeholders in our work environment – Seeking feedback from them can be invaluable in improving cooperation and building stronger relationships.

• • • Ask at the right time – First, we need to determine whether we are looking for general feedback on our performance or specific input on a particular task, such as a presentation we just delivered in a team meeting or a report we recently submitted.

    For general feedback on overall performance, it can be requested at any reasonable moment.

    For feedback on a specific task, such as a presentation or report, it is recommended to ask immediately after the event to ensure the most comprehensive insights.

    • Be specific – The quality of the feedback we receive largely depends on the clarity of our request.

    Use precise questions, such as: “Did my presentation provide all the necessary information for making a decision on project approval?”

    Alternatively, request actionable suggestions by asking: “What is one thing I could do to improve my presentation skills?”

    If we do not understand why someone is providing a particular type of feedback, or if we believe they have drawn incorrect conclusions, we should ask follow-up questions to clarify their perspective. Otherwise, there is a risk of misinterpretation, which would not be beneficial to us.

    • Be active in listening and understanding – An open mind is crucial in this process. We should put aside assumptions, expectations, and biases that might prevent us from truly hearing the other person.

    Listen and observe the speaker attentively to better understand their message.

    If something in their feedback is unclear, ask open-ended questions such as: “What exactly do you mean when you say my reports are somewhat unclear?”

    Request specific examples for better clarification: “Could you give me an example that illustrates the lack of clarity in my reports?”

    Using paraphrasing, we can check our understanding of the conversation: “If I understood you correctly, you are saying that…”

    • Respond with courtesy – We must remember that we initiated this conversation. It is important to remain open and composed in our responses and to express appreciation for the other person’s time and effort.

    We should also learn how to react when we receive negative feedback that we may not like. 

    The key is to avoid defensive reactions, blaming the speaker, or making excuses. Instead, a professional response could be: “I understand your perspective, and I appreciate your insights.”

    After that, we can share our own perspective, providing arguments rather than justifications or assumptions that we cannot substantiate. 

    The goal here is not communication for its own sake, but meaningful dialogue.

• • Reflect – Take the time to analyze the feedback you’ve received.
    Feedback provides valuable insights not only into your performance and behaviors but also into your relationships, strengths, and areas for improvement. It’s essential to understand why a change is necessary before moving forward.
  • Extract what is useful – With an open mind, identify what aspects of the feedback can help you grow personally and professionally. Use it to improve relationships, refine your methods, and demonstrate your achievements through measurable results.
  • Develop an action plan – Collaborate with the person who provided the feedback to create a clear action plan for change. Set specific goals, define the steps you need to take, and establish checkpoints to track your progress.
  • Seek support – If you feel that additional support will help you implement the action plan more effectively, don’t hesitate to ask for assistance. Begin taking steps toward your desired outcomes while remembering that self-motivation and self-discipline play a crucial role in your journey.

  Now you have a tool to effectively obtain the feedback you need.

  Get to work…because knowing where you’re going is essential!