How to Ask for Feedback at Work (and Actually Get It)

Feedback, be it positive or constructive, is essential for professional growth. It not only helps you grow and refine your skills but also builds better relationships with your peers. Yet, asking for feedback can be scary or feel intimidating to some: What if the feedback isn’t positive? What if no one has time?

      The good news is that there are proven ways to ask for feedback. The following are some simple and effective ways:

1. Be Specific

A vague “Can I get some feedback?” is less effective than a targeted ask. Instead, try framing your request around a particular skill, project, or behavior.

       For example, “I’d love to get your thoughts on how I handled the last presentation. Was I clear in my communication?” When you make it easy for the other person to respond, you’ll receive insights that are both actionable and relevant. Backing up requests with context can also make the feedback more constructive.

2. Ask the Right People

Not all feedback is the same. Different colleagues will offer different perspectives. Be intentional about who you ask:

• Your manager can provide feedback on your performance expectations.
• Peers can highlight how well you collaborate and contribute to the team.
• If you are a manager, your direct reports can offer feedback on your leadership and communication skills.

3. Ask at the Right Time

Timing matters—avoid requesting feedback when someone is in a hurry. Instead, ask for feedback after completing a key milestone or during your check-in meetings with your manager.

4. Make It a Habit

The more frequently you request feedback, the more comfortable it becomes. When you make feedback a habit, it shifts from feeling like a formal evaluation to a natural part of professional communication.

5. Stay Open-Minded

One of the biggest mistakes people make is reacting emotionally to feedback. If you hear something unexpected, resist the urge to defend yourself. Instead:

• Listen carefully: Let the other person speak without interrupting.
• Clarify if needed: “Can you give me an example so I can better understand?”
• Say thank you: Even if it’s tough to hear, expressing gratitude encourages future feedback.

      Always remember that feedback isn’t about judgment—it’s about growth. Keeping an open mind ensures that you benefit from the inputs rather than dismissing them.

6. Take Action

Feedback is only useful if you apply it. Demonstrating that you’re taking action builds trust and shows that you value the input.

• If your manager suggests improving your delegation skills, start delegating more and share your progress.
• If a colleague notes that your emails are unclear, refine your writing style and ask for a follow-up feedback.
• If a direct report suggests more one-on-one time, schedule regular check-in meetings.

      Following up with, “I tried your suggestion—do you think it’s working?” also reinforces a culture of continuous improvement. Over time, this approach fosters stronger relationships and trust.

7. Use Tools

If feedback conversations feel awkward, technology can help. Platforms like Peptrics make it easier to request feedback or share it anonymously.

Requesting feedback isn’t just about improving weaknesses—it’s about recognizing strengths and continuously growing. When you ask for feedback the right way, you’ll gain valuable insights that can propel your career forward. So, start today, start small, ask often, and embrace the process. The more you engage with feedback, the more confident and capable you’ll become. Over time, this practice will help you build resilience, trust, and a strong foundation for professional growth.

💡 Research shows that organizations with a strong feedback culture experience higher engagement and lower turnover rates. Peptrics provides the tools your team needs for continuous feedback, from structured check-in meetings to anonymous feedback options. Sign up for free!