“Great job!” feels nice, but it does not help you grow. Useful feedback is specific, and the easiest way to get it is to ask for it directly. Asking for feedback also shows your manager that you care about doing well, which builds trust.
Why ask instead of waiting
Formal reviews often happen once or twice a year. By then, small issues may have grown, and good work may have been forgotten. Regular, informal feedback helps you improve faster and prevents surprises.
How to ask for feedback
Be specific. “Do you have any feedback?” usually gets “No, all good.” Ask about one project, meeting or skill instead.
Pick the right moment. Right after a project or presentation works well, while it is fresh. Avoid asking when someone is rushing between meetings.
Ask for improvement, not just approval. Use questions that invite honest answers, like “What is one thing I could do better next time?”
Make it easy. Give people time to think by asking in advance: “In our one-to-one on Thursday, could you share some feedback on the client report?”
15 questions to ask
About a project
- What worked well in this project?
- What is one thing I could have done differently?
- Was anything unclear in how I communicated?
- How did this compare to what you expected?
- What would you like to see more of next time?
About your skills
About your growth
How to receive feedback well
Listen without interrupting, ask clarifying questions and say thank you, even if it stings a little. You do not have to agree with everything straight away. Take time to reflect, then decide what to act on.
Follow up
A few weeks later, share what you changed: “I tried your suggestion about shorter updates. How is it landing?” This shows you take feedback seriously and keeps the conversation going.
Frequently asked questions
How do you ask your manager for feedback?
Be specific about one project or skill, and ask in advance so they can prepare. A question like “What is one thing I could do better next time?” invites a useful, honest answer.
How often should I ask for feedback?
Regular, informal check-ins work best, such as after a project or once a month in your one-to-one. Small, frequent feedback helps you improve faster than waiting for a yearly review.
What should I do with negative feedback?
Listen without interrupting, ask clarifying questions and thank them. Then take time to reflect and pick one change to act on first.
Feedback builds the evidence you need to negotiate a raise. For more on thriving in a new role, read Your First 90 Days in a New Job.
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