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The feedback happens in two ways, really. As work proceeds there's just a natural process where the feedback is happening in real time. You're told what's good or what needs improvement. Also, about twice a year we have meetings with a manager and talk about how things have been going. That can be helpful in the sense that it gives more of an overview, but it obviously depends on the specifics of the feedback received.
I have weekly required meetings with my manager. It's almost the opposite problem: too much feedback, lol. I'm sure you could absolutely reach out and ask for feedback, or present specific situations to get support and thoughts on. Your manager will probably appreciate the initiative.
Bowl Leader
We have formal feedback forms you can send to teammates any time, but most do it in June as a midpoint gauge. Because it is a process, it is recorded if you gave feedback or not. But I also meet with my staff individually on a bi-weekly basis.
Chief
We get formal feedback twice a year (March and September), but have an ongoing system to give feedback through Lattice. I also have a bi-weekly call with my manager to discuss feedback, goals, growth, etc. which helps quite a bit!
I’ve gotten formal feedback at annual reviews and then generally then depending on the company there were check ins throughout the year. I’ve always believed that if you’re surprised by any of the feedback in a review, that’s bad manger leadership.
I think it is perfectly okay to request additional feedback from your manager and peers. Just try to be as clear as possible if there are specifics areas of interest to you.
A lot of companies also have a process to solicit more 360 feedback offcycle as well that may be worth looking into.