Getting Feedback

One-on-one meetings are a crucial venue for growth-focused feedback. When approached intentionally, they can drive clarity, alignment, and personal development.

• Feedback should be mostly positive and constructive: Many people brace for criticism, but it's just as important to highlight wins. Sharing accomplishments helps managers advocate effectively during reviews or calibrations.
• Effective solicitation matters: Instead of vague prompts like “Do you have feedback?”, ask targeted, open-ended questions such as “How could I have handled that project better?” or “What would you have done differently in my place?” This encourages thoughtful responses.
• Use self-reflection as a feedback tool: Sharing your own doubts or observations (“I felt X didn’t go well—do you agree?”) helps deepen the conversation and opens the door to more candid advice.
• Track progress consistently: Keeping a running one-on-one doc helps you monitor growth, reflect on past feedback, and ensure you're aligned on expectations over time.
• Avoid surprises in performance reviews: By using regular one-on-ones to benchmark progress and confirm you're trending toward the right goals, formal review ratings (e.g., “meeting” or “exceeding expectations”) should never come as a shock.