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Asking for Meaningful Feedback at Work

Motivated woman on pier at sunset

Getting feedback at work is an invaluable tool for understanding what you’re doing well and identifying areas for improvement.

A culture of giving and receiving meaningful feedback benefits both employees and organisations by fostering growth, motivation, and engagement.

Comprehensive feedback is often best delivered via 360° reviews.

Read on to find out more!

The Benefits of Feedback

Receiving feedback can boost your motivation and empower you in your role. It provides a clear understanding of your strengths and areas that need development, helping you to perform better and advance in your career.

For organisations, meaningful feedback can lead to increased productivity, higher engagement levels, and a more cohesive work environment. When employees feel valued and supported, they are more likely to contribute positively to the organisation's goals.

How to Ask for Meaningful Feedback

1. Utilise Existing Opportunities

Don't wait for formal performance reviews to seek feedback. Take advantage of everyday opportunities to ask your colleagues or manager how things are going. For instance, after completing a project, ask for specific feedback related to that work. Regularly seeking feedback ensures continuous improvement for both you and the organisation.

2. Make the Most of Formal Conversations

Use formal performance or development discussions to gain insights into broader development opportunities and to understand how you can progress in your role or career. These conversations are an excellent chance to discuss your long-term goals and how you can align your work with the organisation's strategy.

3. Ask Specific Questions

Avoid open-ended questions like "How did I do?" which often result in vague answers. Instead, ask closed questions that target specific areas you want to develop. For example, "How can I improve my project management skills?" or "What could I do better in client interactions?"

4. Implement a 360-Review Process

For more comprehensive feedback, consider completing a 360-review process. This method gathers anonymous feedback from various sources, including peers, subordinates, and supervisors, providing a well-rounded view of your performance. The 360-review process can strengthen team relationships and serve as a solid foundation for annual reviews or development conversations.

Examples of Effective Feedback Requests

  • Ask a Peer: "How have I supported you well in our recent collaboration?"

  • Ask a Colleague After a Project: "Which part of the project had the most impact, and why?"

  • Ask Your Line Manager During a Performance Review: "How can I better support the long-term strategy of our department?"

After Receiving Feedback

1. Celebrate Positive Feedback

Take pride in the positive feedback you receive. Use it as a tool to understand your strengths and continue doing what you do well. Recognising your achievements boosts your confidence and motivates you to maintain high standards.

2. Implement Improvements Gradually

When you receive constructive feedback, find manageable ways to implement the suggested improvements. Understand that changes may take time, and some recommendations might not be immediately actionable. Prioritise the feedback and work on implementing changes that will have the most significant impact.

3. Document and Follow Up

If the feedback relates to your development and future goals, ensure it is documented and included in your next development or performance conversation with your line manager. This documentation helps track your progress and provides a reference point for future discussions.


Creating a culture of meaningful feedback is essential for personal and organisational growth. Regular feedback helps employees feel valued and engaged, leading to higher productivity and a more positive work environment. By asking for specific, actionable feedback and implementing it thoughtfully, you can continuously improve and contribute to your organisation's success.

If you’re interested in completing a 360-review or need support in creating a feedback culture in your organisation, contact Atkinson HR Consulting for more information on how we can help.


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