“I’ve been thinking about something lately. I want to improve how I work, but I don’t always get the kind of feedback that helps me grow.”

 

AK sat across from GK during their coffee meet.

 

GK: “What do you mean?”

AK: “I’ve noticed that we don’t really have 1-on-1 sessions or consistent feedback from my manager. It’s usually during reviews or when something big comes up.”

 

GK: “How is that affecting your work?”

AK: “You know, without it, sometimes I’m not sure what I’m doing right or where I need to improve.”

 

GK: “What does your manager say about it?”

AK: “He just says I’m doing a good job. They’re all surface-level comments.”

 

GK: “That sounds tough, AK.”

AK: “Right, and I can see that it affects the whole team. We don’t feel engaged or motivated because we’re left in the dark.”

 

GK: “It sounds like you’re eager to learn and evolve, and that’s a great mindset. Continuous feedback isn’t just about correcting mistakes—it’s about refining strengths and unlocking potential.”

AK: “Exactly. That’s what I feel is missing.”

 

GK: “That’s a proactive way to look at it. Have you considered initiating an open conversation with your manager about this? Sometimes leaders miss the importance of regular check-ins and constructive feedback.”

AK: “I’ve been thinking about that. I want to approach it in a positive and helpful way, without sounding like I’m criticizing.”

 

GK: “Agreed. It’s all about the approach. Instead of focusing on what they’re not doing, frame it as a request for more guidance.”

“You could say something like, ‘I’d really benefit from more detailed feedback and regular one-on-ones to improve my performance. Your expertise can help me fine-tune my work and contribute more effectively.'”

AK: “I like that! It sounds respectful but still gets the point across.”

 

GK: “You can also suggest a recurring time for 1-on-1s. It shows initiative and a growth mindset.”

AK: “That’s a good idea.”

 

GK: “It helps you build a stronger connection with your manager, set expectations, and keeps everyone aligned and engaged.”

AK: “Well said, GK. It avoids surprises. Thank you!”

 

GK: “Exactly. And remember, feedback should be specific and timely. Maintain a log of what’s discussed, actions taken, and how you improved.”

 

—

 

Regular 1-on-1s and continuous feedback sessions help build high-performance teams by understanding their challenges and supporting their growth.

 

When was the last time you received or provided meaningful, constructive feedback? Or do you struggle with giving or receiving it?

 

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