If your first guess was that Aaron was preparing for a rap contest, I\u2019d say you were close. <\/p>\n\n\n\n
However, Aaron is actually preparing to ask his manager for feedback<\/em><\/strong>. <\/p>\n\n\n\n For Aaron and the majority of other employees, asking for feedback represents a stressful experience. Surprisingly, they also want more of it, an Officevibe study<\/a> found \u2014 65% of employees said they wanted more feedback. <\/p>\n\n\n\n With this gap in mind, we\u2019ll devote this blog post to: <\/p>\n\n\n\n Improve collaboration and cut down on emails by moving your team communication to Pumble.<\/p>\n\n Feedback shouldn\u2019t be just a casual, nonchalant chat. <\/p>\n\n\n\n According to Biljana Rakic<\/a>, our own VP of Human Capital, \u201cfeedback should be structured with a certain goal in mind.\u201d<\/em><\/p>\n\n\n\n She elaborates: <\/p>\n\n\n\n \u201cSometimes people interpret casual comments as feedback, but that isn\u2019t feedback. In my opinion, feedback is always constructive. I never refer to it as positive or negative, but always make sure that the feedback is aimed at supporting an employee\u2019s further development. This means that a person can use it to make progress with something they have been doing so far.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Having the courage to ask for explicit, meaningful, and regular feedback at work is essential because it: <\/p>\n\n\n\n The benefits of asking for feedback are many, but let\u2019s dig deeper than this. <\/p>\n\n\n\n In my research, I stumbled upon an article on feedback written by a cognitive scientist. <\/p>\n\n\n\n Here\u2019s what he had to say about the importance of feedback. <\/p>\n\n\n\n According to Tom Stafford<\/a>, a cognitive scientist at the University of Sheffield, being able to receive feedback and respond to it is the defining trait of human intelligence<\/strong>.<\/p>\n\n\n\n In the article<\/a> Stafford wrote for the BBC, he argues: <\/p>\n\n\n\n \u201cThanks to feedback we can become more than simple programs with simple reflexes, and develop more complex responses to the environment. Feedback allows animals like us to follow a purpose.\u201d<\/em><\/p>\n\n\n\n In the context of business and workplace communication<\/a>, enhanced feedback methods can:<\/p>\n\n\n\n \u2014 <\/p>\n\n\n\n Understanding the importance of asking for feedback is the springboard for any employee\u2019s next steps. <\/p>\n\n\n\n Before asking for feedback from your manager, you should know why it\u2019s best to ask for feedback upfront, rather than wait on your manager to give it to you. <\/p>\n\n\n\n Let\u2019s explore that a bit further. <\/p>\n\n\n\n According to one article<\/a> exploring the neuroscience behind constructive feedback, our brains are attuned to both physical and social threats. <\/p>\n\n\n\n In the workplace context, social threats<\/strong> can be: <\/p>\n\n\n\n On the other hand, physical threats <\/strong>usually refer to physical abuse and any type of conduct that jeopardizes the health and safety of an employee.<\/p>\n\n\n\n In threatening situations like the ones mentioned above, the stress prepares our bodies for survival \u2014 we\u2019re either fighting or fleeing. This is called a threat response.<\/strong> <\/p>\n\n\n\n Now, based on various brain scans<\/a>, neuroscientists have found that we react in the same way to both types of threats:<\/p>\n\n\n\n Moreover, research shows that our brains interpret receiving feedback<\/strong> as a major threat. <\/p>\n\n\n\n Tessa V West, Katherine Thorson, Heidi Grant, and David Rock conducted an experimental study about feedback<\/a> to determine how asked-for <\/em>and unasked-for<\/em> feedback affect the physiological and psychological states of their participants. <\/p>\n\n\n\n The key takeaway from the study was that asking for feedback was less physiologically and psychologically stressful for both the receivers and the givers of feedback than dealing with unsolicited feedback. <\/strong><\/p>\n\n\n\n So, for feedback to be more meaningful, productive, and effective \u2014 i.e. for feedback not<\/em> to be perceived as a threat \u2014 it\u2019s best to ask for it directly. <\/p>\n\n\n\n The benefits of directly asking for feedback are several \u2014 by doing so, we: <\/p>\n\n\n\n Now that we know that asking for feedback from our superior \u2014 rather than waiting for it \u2014 is a much better option for us, when is the best time to do it?<\/p>\n\n\n\n Let\u2019s see. <\/p>\n\n\n\n Pumble makes asking for feedback simple<\/a><\/p>\n\n\n\n Picking the right time to ask for feedback is important, too. <\/p>\n\n\n\n According to Rakic, feedback should be given in the following situations:<\/p>\n\n\n\n Another important aspect to take into account when giving feedback is the seniority of the employee in question. <\/p>\n\n\n\n In her words: <\/p>\n\n\n\n \u201cFeedback should be more frequent and practical with people occupying junior positions. With people occupying senior positions in a company, feedback should be less frequent and more strategic, giving direction. <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Based on her years-long experience, Rakic believes that feedback should happen at least once every 6 months. <\/p>\n\n\n\n But, you don\u2019t have to wait for something odd to happen to ask your manager to give you feedback. You can weigh in all your options and ask for it whenever you think you need it. <\/p>\n\n\n\n When deciding to ask for feedback, you should make sure to account for other factors, such as:<\/p>\n\n\n\n As Rakic sees it, feedback can often be of a punitive nature in some companies \u2014 which she considers a harmful practice. <\/p>\n\n\n\n As we\u2019ve already mentioned, receiving feedback often feels like a threat to our brains \u2014 this is probably the reason why employees are generally reluctant to be on the receiving end of feedback.<\/p>\n\n\n\n However, with the right mindset and thorough preparation, asking for feedback can be turned into a favorable and enjoyable experience \u2014 after all, you are the one in the driving seat this time. <\/p>\n\n\n\n Here are 10 tips you can implement to make it easier to ask for feedback from your manager or team lead. <\/p>\n\n\n\n \ud83d\udca1 Pumble Pro Tip <\/strong><\/p>\n\n\n\n If you\u2019re a manager who needs advice on how to give constructive feedback in a remote work setting, we\u2019ve got some tips for you. <\/p>\n\n\n\n In Rakic\u2019s opinion, it\u2019s crucial that employees know why<\/em><\/strong> <\/em>they are asking for feedback and to understand the purpose of the feedback. <\/p>\n\n\n\n Reasons can vary: <\/p>\n\n\n\n \u201cDo you want a raise? <\/em><\/p>\n\n\n\n Do you want to be better at work? <\/em><\/p>\n\n\n\n Do you want to understand what you\u2019re doing well and what you\u2019re doing badly?\u201c<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n To paint a brighter picture, she explained why she <\/em><\/strong>usually asks for feedback:<\/p>\n\n\n\n \u201cPersonally, when I ask for feedback, I do it for two reasons: <\/em><\/p>\n\n\n\n I’m either unsure about what the owner wants to do next, or <\/em><\/p>\n\n\n\n I think they don’t appreciate me enough, they don’t see what I\u2019m doing and how much I\u2019m contributing.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Overall, being clear about why you need feedback will make it much easier for both you and your manager to prepare for it better and deliver effectively. <\/p>\n\n\n Discuss, collaborate, & share feedback effectively with Pumble \u2014 the all-in-one communication app.<\/p>\n\n Once you\u2019ve set your reasons straight, you should consider the person you are going to ask for feedback. <\/p>\n\n\n\n From Rakic\u2019s perspective, this is an important step for employees who are serious about setting the right tone for the feedback conversation: <\/p>\n\n\n\n \u201cEmployees should take into account the character, communication style, and knowledge of their superior. <\/em><\/p>\n\n\n\n Is it someone who gives feedback easily or not? <\/em><\/p>\n\n\n\n Is it someone who normally likes to talk or ask questions? <\/em><\/p>\n\n\n\n Are you asking for feedback from your superior so that they can tell you something?<\/em><\/p>\n\n\n\n Or do you want to say something to them? <\/em><\/p>\n\n\n\n Perhaps you are asking for feedback because you weren\u2019t given a chance to say something in a specific previous situation.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Now, how can this step help you? <\/p>\n\n\n\n This can help you not take the feedback too personally and adapt your communication style<\/a> to the person and the situation \u2014 increasing your chances for a pleasant feedback session. <\/p>\n\n\n\n When you know how to behave and communicate with your manager, you\u2019re more likely to avoid miscommunication<\/a> and communication breakdown<\/a>. <\/p>\n\n\n\n \ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n Sometimes, we\u2019ll have to communicate with difficult people at work, which can be challenging but not impossible. Use our tips to prepare for that.<\/p>\n\n\n\n Once you\u2019re clear on the reason behind your asking for feedback, you should make sure to prepare specific questions to ask<\/a> your manager or team lead. <\/p>\n\n\n\n Why is this step important?<\/p>\n\n\n\n Having questions prepared in advance can help you:<\/p>\n\n\n\n You know why you need feedback, and you\u2019ve prepared your questions. <\/p>\n\n\n\n You can now move on to the next step \u2014 schedule a 1:1 meeting<\/a> with your superior. <\/p>\n\n\n\n When asking for feedback, it\u2019s always better to do it privately or in a one-on-one meeting. <\/p>\n\n\n Host effective feedback sessions on Pumble<\/a><\/p>\n\n\n\n \ud83d\udca1 Pumble Pro Tip <\/strong><\/p>\n\n\n\n To have a feedback session with your manager, you can use Pumble<\/a>, a free video-conferencing app. Check out more about the app here: <\/p>\n\n\n\n Even though you\u2019re in control when asking for feedback, it can still be an anxiety-inducing experience. That\u2019s why you should prepare mentally and emotionally for it, too. <\/p>\n\n\n\n This preparation should include getting our emotions in order, Rakic believes. According to her, we should approach feedback in an emotionally neutral way<\/em><\/strong>. She elaborates on this: <\/p>\n\n\n\n \u201cSometimes, certain emotions can make us ask for feedback. It\u2019s important to know which emotion makes us seek feedback \u2014 anger, disappointment, excitement, etc.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n However, emotions can cloud our judgment and affect our non-verbal communication<\/a>, too. Rakic explains this through an example: <\/p>\n\n\n\n \u201cIf anger is behind our asking for feedback, our superior will pick up on that because we often communicate our emotions non-verbally.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Here\u2019s what she advises employees to do: <\/p>\n\n\n\n \u201cYou should adjust your emotions to a level that is acceptable for the workplace. You should try to explain the purpose of the feedback, why you need it, and what the next steps are in an authentic, calm, and reasoned manner.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Rakic prefers not to label feedback as positive or negative. Instead, she chooses to refer to it as pleasant or unpleasant. <\/p>\n\n\n\n When preparing for feedback, you should know that a feedback session can turn either way, regardless of your preparation, initial desire, or goal. <\/p>\n\n\n\n From Rakic\u2019s point of view, pleasant feedback should always be given in front of the team. She explains why this is good:<\/p>\n\n\n\n \u201cWhy in front of the team?<\/em><\/p>\n\n\n\n First, to make the person feel important and comfortable. Happiness and personal satisfaction are multiplied and spread when shared in front of others.<\/em><\/p>\n\n\n\n Second, to show our team what is desirable behavior that contributes to teamwork and leads to praise. Others learn through positive individual examples. It\u2019s a much better way than learning through criticism. It\u2019s better to reinforce good things and good behavior.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n On the other hand, Rakic says that unpleasant feedback should be a private discussion between a manager and their employee: <\/p>\n\n\n\n \u201cUnpleasant feedback, the one that implies that something isn\u2019t done well, is always done one-on-one, never in front of others.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n So, for someone who is on the receiving end of feedback, knowing what to expect from their feedback session can help them:<\/p>\n\n\n\n \ud83d\udca1 Pumble Pro Tip <\/strong><\/p>\n\n\n\n If you need help preparing for receiving feedback, we have specifically designed worksheets with examples that can help you better understand this entire process. Check them out here: <\/p>\n\n\n\n Once you\u2019re in the meeting with your manager, be prepared to take notes \u2014 especially if you\u2019ve prepared specific questions for them. <\/p>\n\n\n\n Moreover, Rakic says that one-on-one feedback should include more specific details and emphasize what the person is doing well. This means that you\u2019ll probably have quite a few things to jot down. <\/p>\n\n\n\n By taking notes, you can:<\/p>\n\n\n\n Once your feedback session is over, you shouldn\u2019t forget to say \u201cthank you\u201d<\/a> to your superior.<\/p>\n\n\n\n This step is a great way to show how much you appreciate their help<\/a> and maintain a professional relationship with them, especially if you plan on asking for feedback again in the future.<\/p>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/default@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nWhy is it important to ask for feedback?<\/h2>\n\n\n\n
![\"Biljana](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/08\/Biljana-Rakic.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n
Feedback is the core of intelligence<\/h3>\n\n\n\n
\n
Why is it best to ask for feedback directly? <\/h2>\n\n\n\n
\n
\n
Asked-for feedback is less stressful than unasked-for feedback<\/h3>\n\n\n\n
\n
When should you ask for feedback from your manager? <\/h2>\n\n\n\n
\n
<\/figure>\n<\/div>\n\n\n\n\n
How to ask your manager for feedback?<\/h2>\n\n\n\n
\n
Tip #1: Know why you are asking for feedback <\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n![\"You](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/08\/Tip-1-screenshot-1024x508.png\")
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nTip #2: Take into account the person you\u2019re asking for feedback <\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n\n
Tip #3: Come up with specific questions in advance <\/h3>\n\n\n\n
\n
![\"You](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/08\/Tip-2-screenshot-1024x567.png\")
Tip #4: Schedule a 1:1 meeting with your manager <\/h3>\n\n\n\n
![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/08\/Tip-3-screenshot.png\")
\n
Tip #5: Prepare for the meeting mentally and emotionally<\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nTip #6: Make sure to account for different forms of feedback <\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n\n
\n
Tip #7: Take notes during the feedback session<\/h3>\n\n\n\n
\n
Tip #8: Say thank you to your manager<\/h3>\n\n\n\n