• About Us
    • Our Staff
    • Testimonials
  • Your Practice
    • Our Search Process
    • Hiring Tips
      • Fighting The Counter-Offer Battle
      • Candidates Think the Way You Hire Is the Way You Manage
      • Retention Starts the Day You Hire
      • Employers Are From Venus
    • BV Candidate Assessment
    • Business of Valuation Newsletter
  • Your Career
    • Career Opportunities
    • Career Strategies
    • Resume Tips
    • Your BV Career Newsletter
    • Quik Bites Videos
  • Contact Us
    BV Staffing + Consulting BV Staffing + Consulting BV Staffing + Consulting
    • About Us
      • Our Staff
      • Testimonials
    • Your Practice
      • Our Search Process
      • Hiring Tips
        • Fighting The Counter-Offer Battle
        • Candidates Think the Way You Hire Is the Way You Manage
        • Retention Starts the Day You Hire
        • Employers Are From Venus
      • BV Candidate Assessment
      • Business of Valuation Newsletter
    • Your Career
      • Career Opportunities
      • Career Strategies
      • Resume Tips
      • Your BV Career Newsletter
      • Quik Bites Videos
    • Contact Us

    Feedback: The Truth That (Sometimes) Hurts

    Home » Feedback: The Truth That (Sometimes) Hurts
    TAGS:
    advancement, change, growth, improvement, job feedback

    John Borrowman, CPC
    Borrowman Baker LLC
    Gallatin, TN

    Some people just do not give feedback on your work. Maybe they are not good at it. Maybe they are not comfortable with it. Maybe they are not comfortable at it because they are not good at it.

    If you have a boss like this, and you want the feedback, you may have to go after it.

    You need regular, honest feedback from your boss and your co-workers. You need straight talk from them about your relative strengths and weaknesses. If you’re not getting it, your development, your success and your ultimate satisfaction may be at risk.

    If it’s become apparent to you that waiting around for the feedback isn’t producing the result you want, maybe you’ll want to go into action. Getting useful feedback isn’t as simple as it might look, however. A little bit of planning can mean a big difference in the quality of the feedback. Ask yourself:

    What is it you want feedback about? Your skill? Behavior? Reputation? The more specific you are with your request, the more focused – and useful – the response.

    Who do you want to ask? Depending on your decision about what you want, figure out who can give you the most balanced and valuable input.

    Where and when do you want this to happen? Set up a meeting just for this purpose. Pick an appropriate place (probably not the hallway, or a crowded and noisy sports bar) and allow enough time. When you invite your feedback provider, give him/her some idea what you’re hoping for. Most people are responsive to a genuine request for assistance, and would appreciate being able to pull some thoughts together for your benefit.

    How will you ask? Prepare, or even practice, asking for input. Focus your feedback questions in specific areas where you can make best use of the response. For example, “What’s the one thing I could do more of, less of, or continue doing, to be more effective?” Or, “How can I better prepare myself to get more actively involved in marketing and business development?”

    Once you have your feedback, you must be prepared to act on it. It’s normal to get defensive when you receive tough feedback. Almost everyone does. Even if you don’t like what you’ve heard, look for something in there that you can work on.

    Make sure you thank your feedback provider in person, in a note or with a voice mail.  The best way to show your thanks, of course, is to act on the feedback. Use it to spark a change you want to make. Remember to ask people whether they’ve see you change.

    Developing yourself by using this feedback is really a process, not an event. That means you’ll be seeking feedback forever (or at least until you’re perfect).

    Topics in This Issue

    Feedback: The Truth That (Sometimes) Hurts

    April 16, 2007
    Read More 0
       Non-compete Agreements: To Sign or Not to Sign

      Non-compete Agreements: To Sign or Not to Sign

      April 16, 2007
      Read More 0

        The “Successor” Job: Transition to Ownership?

        April 16, 2007
        Read More 0
          Click Here to Subscribe!
          JohnBorrowman-6776-3
          John Borrowman
          Follow @BVRecruiter

          Related Posts

          • Giving Feedback That Counts

            Are you giving your younger BV staff the feedback they want from you? You might…

          • Diagnosis: Feedback Phobia. Treatment: FAST

            Nearly 70 percent of employees are asking for more frequent feedback from their bosses, but…

          • Look Before You Leap

            Everybody tells you that. It’s the definition of cliché. But what does it mean when…

          Feedback: The Truth That (Sometimes) Hurts2007-04-162015-01-30/wp-content/uploads/2014/11/header-logo.svgBorrowman Baker, LLC/wp-content/uploads/2014/11/header-logo.svg200px200px
          • Borrowman Baker, LLC
          • 544 Ryan Ave. Gallatin, TN 37066
          • 615.230.4979
          • [email protected]
          BV Newsletter
          • 2nd Quarter 2023 Introduction
            April 17, 2023
          • How To Spoil a Good Interview
            How To Spoil a Good Interview
            April 17, 2023
          • “No News is Good News” is NOT Good Management
            “No News is Good News” is NOT Good Management
            April 17, 2023
          • Helping Employees “Connect the Dots”
            Helping Employees “Connect the Dots”
            April 17, 2023
          • Replace Workplace Boredom
            Replace Workplace Boredom
            April 17, 2023
          YBVC Newsletter
          • 2nd Quarter 2023 Introduction
            May 15, 2023
          • It’s the Denominator, Believe It or Not!
            It’s the Denominator, Believe It or Not!
            May 15, 2023
          • Lean Forward in the Saddle
            Lean Forward in the Saddle
            May 15, 2023
          • Carrying Someone Else’s Load?
            Carrying Someone Else’s Load?
            May 15, 2023
          • 1st Quarter 2023 Introduction
            February 15, 2023
          © Copyright , Borrowman Baker, LLC | Sitemap | Site Managed by Lemmtec