
This week is “Perspectives Week” (time to request or provide feedback to peers across the org / company) so I’ll share out some of my tips on how I approach this:
- Where
- I use our internal MSConnect tool for majority of feedback requests, but also Yammer Praise for sending kudos / feedback to people who may not have requested feedback from me.
- Who
- Identify a mix of people inside your group (M2, aka manager’s manager, level and below) as well as outside.
- Target individuals in varying roles (ex. marketing, engineering, sales, etc.)
- When
- I like to request feedback 2x times per calendar year, ~2 months before my next semesterly review cycle (called a “Connect”).
- This usually lands Feb-Mar and Sept-Oct. This also avoids semester planning timeframes when many teams are heads down on writing / reviewing papers.
- Do not request feedback from someone more than 1x per year.
- This is not a hard requirement, but I find my own feedback for someone doesn’t change drastically within a given year.
- I like to request feedback 2x times per calendar year, ~2 months before my next semesterly review cycle (called a “Connect”).
- How
- Customize your request for feedback.
- Include specific projects / teams / work efforts that you have collaborated on to focus the person’s feedback on.
- Ex. “As we have been working together on <Project X>, I would appreciate any feedback you can share on my work or areas for improvement. Thank you for your time and attention.”
- Provide constructive / usable feedback.
- When filling out feedback for others, take the time to share actionable or thought-provoking feedback.
- Avoid “you’re doing a great job” type bland feedback.
- Customize your request for feedback.
Two final notes.
- Use the feedback system that makes sense
- Not everyone is comfortable with sharing feedback is an official tool. Others may prefer 1:1 chat / email / face to face.
- Don’t worry if you don’t get a response
- People are busy. I know a number of peers who are overwhelmed by the number of feedback requests they receive (in addition to normal work). You can “nudge” someone 1:1 if they haven’t responded on your feedback request, but also be respectful of their time.
How do you approach sharing and requesting feedback? Share your thoughts in the comments.
-Frog Out
Reference:
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