![]() ![]() ![]() Acknowledge that you understand what he’s saying and why he’s saying it-unless you think the critique is unfounded, in which case you should politely ask for an example to be clear about prioritizing the problem.īefore the conversation wraps, schedule a follow-up meeting to address the plan and analyze how you’re progressing and improving. If your boss is coming to you with a specific area or item that needs improving, you want to get as much information as possible. Can you help me create a plan of attack for addressing this issue head on? Which qualities do you feel are most essential to my growth in this area?” Your boss says, “I’d like you to work on. Plus, by actively looking for small ways to grow, you’ll show her you care about improving. But, because you should always aim to grow, focusing on that deficit will benefit you more in the long run than taking your compliment and heading back to your desk. Instead, she praises you for achieving a high rate among your colleagues and doesn’t feel the need to harp on the 2% who had less than stellar things to say about your performance. When your manager has a slew of team members to oversee, she’s probably not sweating the small stuff. Do you have any insight on why the other 2% may have been less than satisfied? What specifically can I do to try to increase that rating for next quarter? I’d love to hear your suggestions.” You say, “Wow, that’s a great record so far. Your boss says, “I’m impressed that 98% of anonymous evaluations say your performance was satisfactory.” If it’s the former, it may mean you need some more time to nail the duties you have before adding anything else to your plate. By asking to take on more items, you’ll see whether he steers the conversation back toward your current position or opens up about potential projects you could contribute to. If you want to get something valuable out of the meeting, don’t just say thank you gently press your manager for more. This is, perhaps, the easiest comment to give an employee who hasn’t done anything poorly-but who hasn’t necessarily done anything to stand out either, and it’s not very helpful. What are some ways I take on more responsibility?” Your boss says, “You’re doing great, keep up the good work.” The scenarios outlined below will help you elicit useful feedback from your manager that you can actually apply to your career. If you want to excel, grow, and be successful, then you’ll want to make sure that you’re getting the best commentary as possible. Getting insight about how you’re doing and how you could improve is so essential to professional development, so it really shouldn’t be something that makes you anxious.Īlthough compliments about your performance tend to be welcomed more readily, if they’re vague or generic-sounding, you walk away with not a lot to work with. No one ever really looks forward to receiving negative feedback (a typical component of the employee-employer discussion), but learning how to work with constructive criticism is a skill worth mastering. ![]()
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