Managers: Do You Ask for Feedback as Much as You Give It?
Feedback Shouldn't Be a One-Way Street
Most managers are trained to give feedback. Very few are trained to receive it. But the managers who consistently get the best results from their teams are the ones who regularly ask: "How can I support you better?"
Here's why this matters: everyone processes information differently. The way you deliver feedback might work for one team member and completely miss the mark for another. Without asking, you'll never know.
Why Asking Changes the Dynamic
It builds trust. When you ask for feedback, you signal that you value your team's perspective and you're willing to be vulnerable. That's the foundation of psychological safety.
It improves your effectiveness. You might think your 1:1s are productive, but your team member might feel they're too unfocused. You won't know unless you ask.
It models the behavior you want. If you want your team to be open to feedback, demonstrate that you are too. Leadership is about modeling, not mandating.
How to Ask for Feedback as a Manager
Be specific. "Do you have any feedback for me?" is too broad. Try: "Was the way I delivered feedback on the last project helpful? What would have landed better?"
Make it safe. If your team doesn't feel safe being honest, they won't be. Start small, respond well to what you hear, and never punish honesty.
Act on it. Nothing kills a feedback culture faster than asking for input and then ignoring it. When someone gives you feedback, acknowledge it and follow through.
This Applies Even If You're Not a Manager
Asking for feedback is a leadership skill that works at every level. Asking a colleague "how could I have handled that meeting better?" or a mentor "what am I not seeing about my career?" shows self-awareness and a growth mindset — two qualities that accelerate careers.
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