The COVID-19 pandemic and increased popularity of remote work have put professional coaching and employee development on the back burner. Employees need performance feedback now more than ever. As workers look for ways to improve, it is essential for them to maximize the impact of feedback.
Here are five best practices when practicing internalizing feedback.
Explicitly seek feedback. The first step in utilizing feedback is securing it; the best way to start receiving feedback is to seek it proactively. Asking your colleagues “what can I do better?” opens a dialogue for ways to improve your work.
Sixty percent of employees report that they want feedback on a daily or weekly basis. However, you should ask for the feedback you need. Communicating that you are open to feedback sets the expectation that you are committed to growth. Feedback is the foundation of development, and actively seeking feedback can help to build that foundation.
Create a master document of common feedback. We often find ourselves making the same mistakes out of habit. To become more aware of these patterns, consider building a master document of feedback you’ve received to track areas in which you could improve.
Before sharing a project with a manager, review this document to address mistakes you tend to repeat. Seeing feedback in your own words can help better translate the feedback into action items in a way that makes the most sense to you.
Ask specific follow-up questions. If you receive a piece of feedback and you aren’t certain about the best way to address it, ask follow-up questions. Requesting clarification or additional guidance shows that you are coachable. Asking these questions helps ensure expectations for your development are clear.
Give yourself credit for compliments. Feedback isn’t always negative. Often, it takes the form of praise or positive reinforcement. When you receive compliments, be gracious and allow yourself to feel good about your improvement. Instead of deflecting the compliments, learn to absorb them. Celebrating your progress helps prevent burnout and provides an incentive to continue growing.
Invest time in a mentor-mentee relationship. Developing a relationship with an individual dedicated to providing professional advice is highly beneficial. With a mentor-mentee relationship, you have an accountability partner who offers constructive criticism, encouragement and guidance based on their personal experiences. However, be sure to show your mentor that you value their time and counsel by being the best mentee you can be.
Take advantage of a mentor by scheduling regular check-ins. In these meetings you can openly discuss your performance, ask pressing questions and volunteer for more challenging work.
As a professional, you should always be looking to invest in your development. This often happens through the internalization and application of feedback from colleagues, mentors and managers. Using feedback intentionally helps you take control of your development and demonstrate your commitment to improving.