Example emails to ask your boss for feedback – Here’s what an email using this template might look like: Subject: Your feedback on my presentation this morning Hi Oscar, I wanted to schedule time for us to discuss what you thought about my budget proposal presentation to the product team earlier.
- As I reflect on what went well and what could be improved, I’d love to get your input.
- Specifically, I’d like your thoughts on one to three things that worked well and one to three things that I could improve on in the future.
- Any guidance you can provide is greatly appreciated.
- I’d be interested in setting up a meeting to chat about this.
I’ll send you a calendar invite shortly, but I wanted to give you the heads up first. Looking forward to your insights. Thanks, Alia You can also play with the template a bit to suit your relationship with your manager and the situation. For example: Subject: Last week’s social campaign launch—any thoughts? Hi Denise, Hope you had a great weekend! I wanted to set aside some space for us to discuss what you thought about last week’s campaign launch across Twitter and Instagram and how I prepared for and executed it.
Since this was my first time taking the reins and coordinating a cross-functional effort to put together a timeline and oversee a launch, I’d love to get your input on how it went and how you feel about the final packaging and initial results. I’d be particularly interested in one to three things that I could improve on in the future.
(Specifically, if you have any pointers on how to best make sure people in other departments are on track with their pieces of the campaign without being overbearing, I’d love to discuss!) And any other guidance you can provide is greatly appreciated.
- I’ll send you a deck with all the final posts and a report with the engagement we’ve seen so far shortly, but I wanted to give you the heads up first.
- Feel free to make comments directly on the docs or let me know if you prefer to discuss live—I’m happy to put some time on the calendar any day this week! Thanks, Imani When it comes to good feedback, it doesn’t matter who starts the conversation.
What matters is that the lines of communication are open between you and your manager so that you can receive the input you need to continue to grow in your career. Oh, and if you hear something surprising or even unpleasant (a potential consequence of seeking counsel), do your best to remain calm in the moment.
How do you politely ask your boss to do something sample?
Don’t demand – People always resent being ordered around so make sure to avoid using imperatives when making requests. Saying, “Give me some time off” will never please your boss. Instead, start your request politely, for example, “I’d like to request some annual leave” or “I’d appreciate it if you could give me your feedback”.
How do you ask a team to provide feedback?
3. Be patient and give it time. – Although it’s tempting to want instant results from your employees, patience is key. You have to build trust over time and understand that good feedback requires time and thought. Share some examples of good feedback you’ve received in the past and what made it useful. 
Published June 17, 2021 | Written By Anne Maltese
When should you ask your boss for feedback?
Timing is everything when asking for feedback from your boss – 
The easiest time for your boss to share feedback with you is when it is top of mind and the details are fresh. If you are wrapping up a big project or have just presented an idea to your boss, take the opportunity to ask for feedback on the work that has just been done. Your 1:1 meeting with your boss is a great time to ask for this feedback — make it a distinct item on your agenda! Your boss will be able to say what’s on their mind much more easily for a specific, recent occurrence, rather than trying to come up with feedback if you ask more broadly about how you’re doing. If you need more guidance you can use the Radical Candor CORE method — Context, Observation, Result, nExt stEps. C — Context (Cite the specific situation.) O — Observation (Describe what was said or done.) R — Result (What is the most meaningful consequence to you and to them?) E — nExt stEps (What are the expected next steps?) Get the Radical Candor CORE guide >> For example: “You asked me to help the team be more efficient ( context ), and I decided to try implementing Slack to engage the team more outside of email ( observation ), the team is spending less time on email but more time communicating, which allows us to get more done in less time ( result ). I’d like to get your feedback about how you think this effort is working and what I can do to continue making team communication more efficient. ( nExt stEps ).”
When your boss doesn’t give you feedback?
Photos by Getty Images Ask the Expert Career Blog It’s your manager’s job to provide regular, meaningful feedback so you can continuously improve your performance. If your boss rarely offers it, try these tips to get more of the input you need. Q: My manager never says much to me about my performance, and if he does, it’s criticism.
I’ve asked for regular feedback, but he says that if he doesn’t like my work, he’ll tell me. I’m totally frustrated. What should I do? A: We all need feedback, and I am concerned your manager doesn’t understand how important feedback is to your professional development. For some strange reason unknown to me, some managers are only comfortable giving negative feedback.
I’ve heard people give reasons for this behavior such as, “What if I tell her she’s done a good job and then she misses a deadline next week? Wouldn’t I send mixed messages if I have to get on her case about the missed deadline?” The answer is no. Giving both positive and developmental feedback is one of a manager’s major responsibilities, and employees need both types of feedback to perform at their best.
- Asking open-ended questions will get you more information than questions that can be answered with a simple yes or no.
- To get feedback from a hesitant manager, focus on a project or task you’ve just completed and ask, “What’s one thing I could have done better on this project?” Asking open-ended questions will get you more information than questions that can be answered with a simple yes or no.
And remember that you don’t have to schedule a formal meeting to get feedback. It’s OK to have brief, informal coaching moments in the elevator, after a meeting, or over coffee. If your manager continues to withhold the responses you need, know that he isn’t the only person qualified to give you feedback.
Ask for observations from colleagues or team members whom you work with on a daily or project basis. They may have some interesting insights that will help you “up your game.” Whenever your manager or peers give you feedback, ask for examples of what they’ve observed, take time to listen, process the information, and then apply it to increase your skill set.
Sometimes it’s easy to discount feedback we don’t really want to hear, but any feedback is a gift for your future development. Never stop asking for feedback. It’s how we learn.
How do you email an underperforming employee?
3. An employee misses too many deadlines – Missed deadlines are not something that the employee will be unaware of, so don’t beat around the bush. If you need to email an employee to improve their performance, ask if there’s a good reason, and be clear you’re open to listening to them out without judgment.
But if it’s just a general slacking off, let them know that, as a manager, you have a responsibility to fix the situation, and you will. Hey _, How’s it going? I want to discuss your missed deadlines. If there’s anything that’s been preventing you from focusing and you want to discuss it, I’m all ears and happy to help out any way I can.
Even if it’s just a matter of your work motivation levels, we really need to solve this problem somehow together. Let me know what your thoughts are, Thanks! 💡 Tip: Remember, the first step to making sure your employees are on the ball when it comes to deadlines is to clearly set and communicate expectations before a task or project.