How often should you ask for feedback from your supervisor?

Getting honest and constructive feedback is critical to self improvement. In my experience, the appropriate cadence is based on three factors. 1) the experience and performance level of the person getting the feedback, 2) the maturity of the organization and their processes, 3) the stability or inflection in the business. Seasoned employees may not need as much coaching or mentoring, but reminders, support, check ins are always important. Organizations that have mature processes have several channels available to give and receive feedback. Smaller ones with less experience will need to rely on front line managers for more frequent communication. Lastly, when the business is changing rapidly, more feedback is required for alignment.

When I was managing, I had weekly meetings with my teams. Feedback was always a part of these meetings. It was established that we would have two way convos and feedback was not negative it was constructive. With my own boss, I always asked for feedback. There were times where we were handling delicate situations where I was the lead and out of my comfort zone, and I always reached out after the meeting to ask for feedback. If you don't ask or receive feedback, how do you grow, learn and improve?

In my experience, bi monthly and bi lateral feedback is extremely important. The key to a successful team is an approach where they shouldn’t feel that they are running or fighting battle alone , we all are together and our purposes are same and how we collectively make it happen is what we must focus on.

Feedback is a gift. Feedback is important because it keeps you both motivated and grounded as a professional. It can help individuals understand what to continue doing, what not to do and what to do differently. It helps with motivation and self confidence especially when the individual is starting something new or is really out of his/her comfort zone. For those on the other side, it is important to give timely feedback especially if you are in supervisory or mentoring roles. There is nothing like reinforcing what is good and constructively ponting out what can be improved.

I think its important to ask for feedback from your supervisor on a regular basis. I ask for feedback at my weekly 1-1s with my manager. As well, ask for specifics, such as following a customer meeting/presentation that your manager may have been present, or end of month, quarter or year based on performance, wins and losses.

"Asking" for feedback explicitly over and over will not serve you well. Instead, establish a routine or process whereby you get feedback on a regular basis. For example, set aside one 1:1 each month to focus explicitly on your professional development, and request that your manager share their thoughts on your past 30 days in that context. And always remember that feedback from your peers and direct reports if you have any can be at least as valuable as feedback from your boss. Seek that out in less formal ways, by asking a colleague to coffee, talking to them about shared concerns and interests (or shared projects, etc.), and then working in some questions about how you could do even better from their point of view.

Best is to set up a continuous communication channel. And definitely at the logical end of a project. Always advisable to be open while receiving feedback.

There is never a good time and then there is always a good time. The key to timing is often some milestone like an important milestone or achievement. Often it is good to setup a connect and share some perspectives of why feedback is being asked. One mistake I have seen and have done myself is not to ask for feedback when an engagement had just finished. It is often the best time.

Personally, I had been lucky to have worked with leaders who, proactively shared feedback quite often and typically once in a quarter. However, if this was not the case, the best moment to request feedback is after completing a milestone of an engagement (when the same is going to last for more than 6 months). These "reflections" as I would prefer to call it often helps in course correction, if needed. For shorter engagements, this can be done after its end. As a best practice, there should be a feedback loop atleast once in 6 months.

Should you have to ask for feedback? Feedback should come naturally and continuously, from short informal touch points to more formal feedback processes and all other shapes modern communication can take.

I have regular 1:1 meetings with each of my team. This is thier opportunity to share and ask me for guidance and help. Sometimes a team member does not want to share their ask in the group setting and so this is where it is discussed. In order for this time to be valuble for both parties there has to be trust and safety to share. There can be no judgment only a genuine desire to help and support.

I prefer the start, stop, continue approach when providing feedback. Advise people what behaviors or actions you want them to start, stop or continue. Be careful when describing the stop items and be sure to offer plenty of positive reinforcement.

Employee feedback is an opportunity for managers to improve their performance and listen to their team. 16% of employees say their leader’s vision is never or rarely aligned to an organization. Feedback from employees to their managers can be: 1. Informal feedback: Occurs spontaneously, in the moment or during an interaction. 2. Formal feedback: Planned and systematically scheduled into workflows Both must be done with respect to each other. A healthy work environment is made up of constructive criticism with a common goal to self improvement and ability to be able to work as 'a team'.

Handling feedback from senior management involves a constructive and professional approach. An effective communication and a positive attitude contribute to building a collaborative relationship with senior management. 1. Active Listening Stay Calm and Open-Minded & avoid becoming defensive 2. Acknowledge and Appreciate. Express gratitude for the feedback, showing that you value their input and insights. 3. Propose Solutions & suggest potential solutions or improvements based on the feedback received. 4.Demonstrate a commitment to addressing the feedback by incorporating it into your plans or making necessary adjustments. 5. Learn and Iterate Use feedback as an opportunity for personal and professional development.

Negative feedback at work can be a tough pill to swallow, whether it comes in the form of a less-than-satisfactory performance review, an offhand comment from a supervisorFeedback should be seen as a tool for learning and improvement, rather than a personal attack. By responding professionally and constructively to negative feedback, we create an environment that encourages open communication and continuous improvement.

Getting/giving feedback isn't necessarily a difficult task. It's how it is delivered/perceived. Feedback is extremely important in any scenario but for sales people and sales managers, it is the most constructive way to find a comfortable median to work with. At times, this can be sensitive and harmful as well but sales people have only one role for which they are hired - to sell. A sales manager must understand how sales people work territories , who is good at what and then take best practices and share them in reviews. Feedback is about guiding people. It isn't about criticism for either.

As a manager you always need to realize that while you may lead a “team”. That team is a summation of individuals— each with their own story, skills, weaknesses, personal obligations. It may be some individuals require, or thrive with constant feedback, whereas others may require it less based on their working style. At the end of the day it is your job as a manager to EQUITABLY provide support to your team that will, ideally, aide them in putting their best selves, and work, forward.

Feedback should be ongoing and continuous. Feedback should be”d be part of every discussion. Reviews should be no more or less than summarizing what you both already know and having a discussion wrt progress a future plans etc.

Ich verstehe nicht warum um Feedback fragen sollte. Es sollte im Interesse beider Seiten sein ungefragt Feedback zu geben und Feedback sich anzuhören. Immer wenn es notwendig ist.