Giving and Receiving Feedback

Learning from Experience

Identify someone you need to give feedback to. Use the planning to give feedback (DOC) tool to help you deliver thoughtful feedback.

Take the next opportunity you have to give feedback upward. Use the upward feedback tool (DOC) to help you think through your message. 

Ask your manager or a direct report to give you feedback on a specific aspect of your performance. Be sure to use our planning to receive feedback (DOC) tool to prepare.

Learning from Others

Learn how to provide balanced feedback and how to prepare to give feedback. Then choose one person to give feedback to in the next week.

  • Peers and colleagues -- your peers may know your work better than anyone else, and you may feel you can let your guard down among them, which is critical for being receptive to feedback.
  • Informal or formal mentor -- seek coaching from someone you trust who can give you valuable analysis and a much-needed difference of perspective.
  • Direct reports -- If you are a manager, your direct reports know your work and can compare you with former supervisors, giving you insights into your managerial style.

Schedule quarterly performance checkpoints with your manager and/or your staff. Incorporate listening to their feedback and giving feedback into the items you would like them to weigh in on.

Find someone who models great skill at giving or receiving feedback and ask if they will be your mentor on this topic. Schedule at least two meetings of 30 minutes each to discuss how his or her approach and experiences may benefit you. Use the first meeting to interview him or her and gain understanding, and use the second meeting to follow up with your progress and ask related questions.