Level Up My Career

Step 3: Ask for feedback

How to ask for feedback you can use

Feedback tells you how your work looks from the outside. Most people won't offer it unless you ask, and a specific question gets a far more useful answer than a general one.

Why ask at all

Formal reviews often come once or twice a year, which is a long time to keep making the same mistake or to miss what you do well. Asking for feedback between reviews means fewer surprises, and it shows your manager you care about improving. It also gives you material for your pay case and for your skills record.

Who to ask

Your manager is the obvious choice, because they judge your work for reviews and promotions. Peers often see parts of your work your manager doesn't, such as how you run a meeting or share information. People you support or who depend on your work can tell you what it is like to work with you. A mentor outside your team can give a more detached view.

Ask people who saw the work and who you trust to be honest with you. One or two careful answers are worth more than a survey of everyone you know.

Questions that get real answers

"Any feedback for me?" usually gets "You're doing great." Ask about one piece of work and one thing:

  • "In yesterday's client meeting, was there a point where I lost the room?"
  • "What is one thing I could do differently on the next report?"
  • "What would you need to see from me to trust me with a bigger project?"
  • "Is there anything I do that slows the team down?"
  • "What should I keep doing in these presentations?"

Ask soon after the work, while details are fresh. Give people a little warning if the question is a big one, such as "Next week, could I ask you about how the launch went from your side?"

How to respond in the moment

  1. Listen to the end without explaining or defending. You can explain later if you need to.
  2. Ask for an example if the point is general: "Can you think of a time I did that?"
  3. Say thank you, and mean it. Giving honest feedback takes some nerve.
  4. Write it down soon after, with the date and who said it.

If the feedback stings, that is normal. Take a day before deciding what you think of it.

When you disagree

Feedback is one person's view, and it can be wrong. Before dismissing it, check whether you have heard something similar from anyone else. A point that comes up from two or three people is worth taking seriously even if it feels unfair. A point from one person may say more about their preferences than your work.

If feedback from your manager seems unfair, ask calmly for specific examples and what good would look like. If the problem is really about discrimination, harassment or retaliation, that is a different matter. Keep notes and look at the official sources on our resources page.

Close the loop

A few weeks later, tell the person what you changed: "You mentioned my updates ran long. I've cut them to five minutes. Does that work better?" This shows the feedback was worth giving, and it makes people more willing to be honest next time. Over time, a record of feedback you acted on is one of the clearest signs that you are ready for more responsibility.