Seeking continuous feedback is crucial to grow in your career.
One way I found useful was that I force myself to ask for feedback from my peers directly on the specific goals I am working on.
I do that after every projects. And, people usually are very helpful when you tell them your intentions. For example when you let them know in 1-1s that you are working on improving certain aspects and that it would really help if they give you specific feedback positive or constructive about it.
(I used to ignore the positive feedback and only focus on the constructive ones. But, I think focusing on positive feedback helps with the imposter syndrome.)
1. The manager feedback may say "You are doing good". No actionable feedback. This is True especially at higher levels on the Management path. I understand that employee can insist on details. Then employee may receive feedback that makes him feel that he/she had no control or could have influenced it. If Employee tries to clarify it, it's too late as the performance rating has already been done.
2. It would be great if the article can include content relevant to folks in Management Path.
Great article, Bhavana!
Seeking continuous feedback is crucial to grow in your career.
One way I found useful was that I force myself to ask for feedback from my peers directly on the specific goals I am working on.
I do that after every projects. And, people usually are very helpful when you tell them your intentions. For example when you let them know in 1-1s that you are working on improving certain aspects and that it would really help if they give you specific feedback positive or constructive about it.
(I used to ignore the positive feedback and only focus on the constructive ones. But, I think focusing on positive feedback helps with the imposter syndrome.)
FELICES Y GRACIAS
GRACIAS
Excellent article.
Few observations
1. The manager feedback may say "You are doing good". No actionable feedback. This is True especially at higher levels on the Management path. I understand that employee can insist on details. Then employee may receive feedback that makes him feel that he/she had no control or could have influenced it. If Employee tries to clarify it, it's too late as the performance rating has already been done.
2. It would be great if the article can include content relevant to folks in Management Path.
Thanks a lot for the mention, Bhavana.
I think to all of us a piece of Amazon's principle will always stay there :)
Giving and getting feedback is hard, uncomfortable things to do. Great job with the post breaking it down clearly.