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I have a dilemma. I received two different job offers. One from a VERY good consulting firm, the other from a corporate company (pharmaceutical industry).Both in sustainability field, same salary.One 200km from home with possibility to work remotely most of the time (consulting), the other literally 850 meters from my house right now. The corporate company offers 6 months at first with the possibility to get a permanent contract afterwards.The consulting firm proposes a permanent contract. What should I do?
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When I was younger and less secure in my own abilities, it was really hard for me to ask for feedback. Now I desire it more! I realize that their feedback makes me better. I have so many blindspots and that feedback is golden to me!
Thanks for sharing! I also feel like sometimes people are uncomfortable giving feedback because it can be awkward for them as well if it's anything but glowing
No, because I ask for feedback year round. So when it’s review time I’ve already established the pattern with those around me. They know I welcome it and respond well to it.
But it depends on what the potential impact of the feedback would be, I imagine. Our raises really aren’t tied to 360 feedback so there’s no concern about negative impact if the feedback has areas for improvement.
If your review and raise are pinned on the feedback the folks you ask provide, then who you ask becomes super important and a lot harder. Typically I would ask folks who would also ask me for feedback. So we were influencing each other’s raises. There’s always a risk that they’ll give you less than glowing feedback to increase their stacked ranking if they’re on the same team as you. (One of the reasons I don’t like 360 reviews as part of raise determination, because I’ve seen too many people burned that way). Which means you have to choose people you trust to give you an honest positive review.
All that to say, I did a similar thing even in the company that used 360s to determine raises that I do now - I asked people for feedback all year so they were used to it and had already given me the constructive feedback they wanted to before filling out their review. That put them in a more positive frame of mind and generally led to no surprises on the review and positive feedback.
Not at all - and I appreciate people for feedback. I always like to structure it as best I can - give me 1-3 things I’m doing well and 1-3 things I could be doing better. I ask the same from stakeholders when reviewing my team so that I can make sure I’m providing them feedback that is not just my opinion.
No. And you should not feel awkward, this is for your personal development and without 350 feedback you may not know things to work on.
Nope everyone gives feedback to everyone. We all float down here
I don’t like asking but neither does anyone else. Look at it this way, the people you are asking understand and don’t like asking either. Many times when I ask, people will say “sure will you give me feed back too!”
Yeah, a little performative for sure
Just look at them as an interviewer doing their job. Start off shaking their hand with a greeting. This will help break the ice. Be cordial, yet professional… and just talk as if you were telling a story about your accomplishments. Be comfortable but not casual. And at the end it won’t seem so out-of-place if you ask this question because the ice has already been broken. You can say “ I have a question. In your own opinion, how do you feel this interview went today?” “ How many positions are there? How many candidates do you have?” I don’t think there is anything wrong with being interested in where you stand. You may want to refer to a thesaurus to change a few words to your liking but you want to seem interested but not desperate. I hope this helps.
I think it’s very easy to say no I don’t feel awkward. I also think that’s not entirely authentic. Vulnerability is important to being able to establish empathy and connection. These are part of understanding which requires listening. If you’re going to listen then sometimes you need to direct the conversation, you need to ask questions so that you can listen to the answers that benefit you. These are the qualities of a good leader these are the qualities of a good teammate. All of that said, blah blah blah, I think sometimes our managers do not know how to direct us they do not know how to be good leaders and so, yes, ask her questions. Ask for clarity. Ask for examples. Ask for how you can improve.