Navigating Feedback Conversations Wth Your Manager

Posted by

Kate Harry Shipham

Posted on

Oct 15, 2024

Successfully completing a large engagement is a significant milestone for any legal marketer or business development professional. It’s an opportunity to reflect on what went well, identify areas for improvement, and gain valuable insights for future projects. One of the best ways to facilitate growth and development is by seeking feedback from your manager after the engagement wraps up. However, approaching this conversation with purpose and preparation is key to making it productive and impactful. In this post, we’ll discuss how to effectively approach your manager for feedback and make the most of the discussion.

1. Timing is Everything

The timing of your feedback request matters. Once a major engagement concludes, give your manager time to decompress and finalize any remaining details. Scheduling a feedback conversation too soon can lead to a rushed discussion, while waiting too long may cause key insights to be forgotten. Ideally, request a feedback session within a week or two after the engagement ends while the experience is still fresh for both of you.

A good approach is to ask for a brief meeting to review the engagement, specifying that you’re eager to learn what worked, what didn’t, and how you can improve for future projects. This sets the expectation that you’re looking for constructive feedback.

2. Prepare Thoughtful Questions

When you approach your manager for feedback, it’s important to come prepared with specific questions. Rather than asking broad questions like, “How did I do?” focus on targeted areas that align with your goals. For example:

- What aspects of my performance did you find most valuable?

- Were there any areas where I could have approached things differently?

- How well did I manage client communication and expectations?

- Were there any parts of the engagement where I could have been more efficient or proactive?

- What should I focus on developing further for similar future engagements?

These questions show that you’ve reflected on your performance and are genuinely interested in actionable advice. Specific questions also guide the conversation, making it more structured and productive.

3. Be Open-Minded and Ready to Listen

Receiving feedback can sometimes be challenging, especially if it includes constructive criticism. However, it’s important to approach the conversation with an open mind and a willingness to learn. Remember, feedback is meant to help you grow and improve. Even if the feedback is tough to hear, try not to become defensive. Instead, listen carefully, take notes, and ask clarifying questions if needed. Showing that you’re receptive to feedback not only benefits your development but also demonstrates your professionalism and commitment to continuous improvement.

4. Reflect on Your Own Performance

Before the meeting, take time to reflect on the engagement from your perspective. Identify what you believe went well, any challenges you faced, and areas where you think you could improve. Sharing your own self-assessment during the feedback session can make the conversation more collaborative. For example, you might say, “I felt that I handled the client’s last-minute requests well, but I think I could have been more proactive in anticipating their needs earlier in the process. What are your thoughts on that?”

This self-awareness signals that you’re already thinking critically about your performance, which encourages your manager to provide more tailored and meaningful feedback.

5. Focus on Solutions, Not Just Problems

When discussing areas for improvement, shift the conversation toward actionable solutions. If your manager highlights a particular challenge you faced during the engagement, ask for advice on how to handle similar situations in the future. For instance, if you struggled with managing competing deadlines, you might ask, “What strategies would you recommend for prioritizing tasks more effectively in a high-pressure environment?” This shows that you’re not only interested in identifying issues but also committed to finding ways to improve.

6. Request Feedback on Specific Skills or Competencies

If you have particular skills or competencies you’re working on, use this feedback session as an opportunity to ask for input in those areas. Whether it’s communication, project management, client relations, or technical expertise, asking for targeted feedback on these competencies allows you to gain insights that align with your personal development goals.

For example, if you’ve been focusing on improving your presentation skills, you might ask, “How did you find my communication during the client presentation, and are there any tips you can share for refining that further?”

7. Ask About Growth Opportunities

In addition to discussing the engagement, use this conversation to explore opportunities for growth and development within your role. Ask your manager what skills or experiences you should focus on to take on larger responsibilities or more complex projects in the future. This shows that you’re thinking proactively about your career trajectory and are eager to continue growing within the firm.

For instance, you could ask, “What areas should I focus on strengthening if I want to lead similar engagements in the future?”

8. Follow Up with an Action Plan

After the feedback session, take time to process the insights you received and create a plan for implementing the feedback. Identify key areas for improvement and set specific goals for how you’ll address them in future engagements. Whether it’s refining your time management skills, improving client communication, or enhancing your strategic thinking, having a clear action plan keeps you focused and accountable.

Consider scheduling a follow-up check-in with your manager to discuss your progress. This not only shows that you’re taking the feedback seriously but also gives you a chance to receive additional guidance as you work on your development goals.

Final Thoughts

Seeking feedback after a large engagement is one of the most effective ways to enhance your performance and build a strong relationship with your manager. By approaching the conversation with preparation, openness, and a solutions-oriented mindset, you can gain valuable insights that help you grow both personally and professionally. Remember, feedback isn’t just about highlighting what went wrong—it’s about celebrating what you did well, identifying opportunities for improvement, and setting yourself up for even greater success in future projects.