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Monday, 11 December 2017 04:26

How to ask for feedback

Well that the dullest blog post title I’ve ever written.  But clearly something that interests you enough to read on. 

‘How do I ask for it?’. You’re not alone.  It’s been a question I am consistently asked and lately it’s coming up all the time.  I gotta tell you.  This warms my happy little feedback heart that people are wanting to know the best way to set themselves up for growth and development.

So how do we ask well?  There are 3 things that make it super easy for others and super valuable for yourself.

  1. Be specific about what you want

Many of us value feedback and we know it is a significant component to our personal and professional growth.  But just asking for feedback in general, even it if it’s often, doesn’t make it that much easier for others to give it to us.

We need to ask people what specifically we want to learn about.  It might be feedback about;

  • your leadership style
  • how you run meetings
  • how you presented to a group
  • how you come across
  • your influencing skills

You get the gist.  Be specific makes it easy for people to spot and recall examples that are useful for the conversation.  It’s a bit like when you buy a car and notice all the other cars on the road that are the same.  You are looking for them consciously and subconsciously.

  1. Focus on the good and the gaps

High performers want it and low performers need it.  We all need it.  We just want it delivered in a way that adds value, not destroys or assassinates.

According to the Harvard Business Review ‘Your Employees Want The Negative Feedback You Hate To Give’,  65% of employees want more than they are getting and a staggering 98% of employees will fail to be engaged when managers are giving them little or no feedback.

And we need a balance. We want the good, the bad and the ugly. Try this formula to gather both;

What’s working?  What could be better?


What I loved.  What I would have loved.

  1. Give them time to prepare.

It’s not easy for people to think of feedback on the spot so give people time to think and prepare.  Be patient. 1-2 weeks seems about right for most.


So asking for feedback is no longer; ‘Can I have some feedback?’. It’s more like;

  1. Can I have some feedback on how I run meetings?
  2. Specifically, what’s working and what could be better?
  3. It would be great to have this conversation at the end of next week.  Can I book in some time?


And don’t forget… you asked for it! ;-)

Last modified on Monday, 25 June 2018 12:23

About Georgia

Georgia is obsessed with the power of great communication. She knows how great communication leads to great collaboration and helps create outstanding cultures.


Email: justine@georgiamurch.com

Phone: 0407 158 620

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