Level up: Using feedback to improve as a product professional

Tired of feedback going nowhere? Dreading those difficult conversations? Want to grow to your full potential? Learn how to transform feedback into a powerful tool for growth.

Read further as we delve into practical strategies to improve communication, boost morale, and drive innovation within your team

Why is asking for feedback important

As your team works together to achieve their goals, asking for regular feedback is an opportunity to identify areas for improvement, and ensure everyone is performing at their best. Be it co-located workspaces or a remote work environment where face-to-face interactions are limited, asking for feedback regularly becomes crucial.

How asking for Feedback can help elevate your game

Feedback is like a secret weapon for agile teams. It helps everyone level up their skills, work together better, and build a killer team. You can learn from each other, fix problems fast, and make sure you’re all on the same page. This keeps things running smoothly and helps you deliver awesome solutions. Here’s how:

Continuous Improvement: Agility is all about learning on the fly. Feedback helps you see what you’re good at, what could be better, and how you can level up your skills to be an even bigger asset to the team

Self Awareness: Asking for feedback is basically getting a mirror held up to your work style. It helps you see how you come across to others and how your actions affect the team. This self-awareness is super important for personal growth, because it lets you adjust and improve your approach over time

Stronger Collaboration: When you ask for feedback, it’s like saying to your teammates, “Hey, I’m open to hearing your thoughts on how I can do better.” This creates a safe space for everyone to be honest and share their ideas, without fear of judgment

Faster problem solving: Imagine catching a small bug early on, before it turns into a giant monster that messes everything up. That’s what regular feedback loops are like. They help you spot little problems before they become big headaches, and keep the project on track

A 5-Step Framework for Effective Feedback

1. Set Clear Goals and Expectations:

• Define Your Purpose: Before you ask for feedback, figure out what you’re hoping to learn. Is it about a specific task you just finished, your overall teamwork skills, or how you come across in meetings? Knowing this will help you ask the right questions and get the kind of feedback you need

2. Craft Specific and Open-Ended Questions:

• Be Specific: Avoid vague questions like “How am I doing?” Instead, ask specific questions that focus on the areas you want feedback on. For example, “What did you think of my presentation at the sprint review?” or “How could I have communicated better during the standup meeting?”
• Dig Deeper: Instead of a yes-or-no question, ask something that gets the other person thinking. For example, instead of “Did you like my code?”, ask “What are some ways I could improve this code?” This way, you get more than a thumbs up or thumbs down — you get their ideas and insights

3. Actively Listen and Show Appreciation:

• Listen Up: When receiving feedback, give the person your full attention. Don’t interrupt or get defensive. Hear them out, even if it’s not what you were hoping for.
• Ask Clarifying Questions: If you don’t understand something, ask for clarification. This shows that you’re taking the feedback seriously and that you’re genuinely interested in learning and improving
• Note-Taking: Take detailed notes to capture key points and ensure you don’t miss anything important.
• Express Gratitude: Thank the person for their feedback, even if it’s critical. Let them know that you appreciate their time and honesty

4. Reflect and Analyse

• Take Time to Process: Don’t rush to react to the feedback you receive. Take some time to think about it and digest what you’ve heard. Consider the feedback from multiple perspectives and try to identify patterns or themes.
• Identify Actionable Insights: Look for specific actions you can take based on the feedback. What can you do to improve? Work with your Mentor or Coach towards an actionable growth plan

5. Follow Up and Close the Loop:

• S​​hare Your Action Plan: Let the person who gave you feedback know how you plan to use their feedback. This shows that you’ve taken their input seriously and that you’re committed to making improvements
• Check In Later: After you’ve implemented some of the feedback, follow up with the person and let them know how it’s going. This helps to build trust and shows that you value their feedback

That being said, It’s easy to lead into pitfalls when asking for feedback, and stumbling across these pitfalls can stop you from getting the most out of the process. Think of them like forgetting your bait when you go fishing — you’re unlikely to catch anything specific or helpful.

Here are some pitfalls to avoid when asking feedback:

• Focusing only on compliments: Avoid asking questions designed to elicit praise. Be genuinely open to hearing both positive and negative feedback

Example: Instead of asking “Did you like the last session I facilitated?”, ask “What aspects of my facilitation were most effective, and what areas could I improve?”

• Being defensive: When receiving feedback, avoid getting defensive or trying to justify your actions. Listen actively, ask clarifying questions, and reflect on the feedback before responding. Remember that feedback is an opportunity for growth
• Not acting on feedback: Feedback is only valuable if you use it to improve. Identify specific actions you can take based on the feedback received and follow through on them. This demonstrates that you value feedback and are committed to personal and professional development

Pitfalls to avoid when sharing feedback:

There are several pitfalls that can be avoided to ensure feedback shared is constructive and beneficial:

• Vagueness: Avoid giving feedback that is too general or lacks specific examples. Instead, be specific about what you observed, how it impacted you or the team, and suggest alternative approaches if applicable
• Throwing personal jabs: Focus on the behavior or action and on improvement, not the person. Avoid using accusatory language or making assumptions about someone’s intentions
• Sandwiching: The “sandwich method” (positive-negative-positive feedback) can dilute the impact of the negative feedback and make it difficult for the recipient to understand the core issue. Be direct and honest while maintaining a respectful tone
• One-way communication: Feedback should be a dialogue, not a monologue. Encourage the recipient to ask questions, share their perspective, and discuss potential solutions together

A question that comes to most people’s mind is what should be the way for seeking feedback: Do I schedule 1-on-1 meetings or simply share a questionnaire? Well, there’s no magic pill to this question, but a few pointers can help you think what works best:

Pros of 1-on-1 meetings:

Focused conversation: Allows for a dedicated and uninterrupted discussion about feedback.

Two-way communication: Enables real-time back-and-forth conversation, allowing for clarification, elaboration, and a deeper understanding of the feedback.

Confidential space: Provides a safe and private space for open and honest feedback, especially for sensitive topics.

Nonverbal cues: Allows for observation of nonverbal cues, such as body language and tone of voice, which can add context and nuance to the feedback

Pros of supplementing feedback over forms:

Gathering anonymous feedback: Forms can provide a platform for anonymous feedback, allowing individuals to share their opinions more freely without fear of repercussions.

Standardising feedback collection: Forms can help standardize the feedback collection process, ensuring that everyone receives the same questions and that responses are easier to compare and analyze.

Providing a starting point for discussion: Feedback collected through forms can serve as a starting point for a more in-depth discussion during a 1-on-1 meeting.

Both 1-on-1 meetings and forms can be valuable tools. The method of asking feedback should be considered keeping the specific context, the nature of the feedback, and the preferences of the individuals involved in mind to determine the best approach