OK I want feedback! Not from you guys, from my staff 😜 we don't have 360 feedback at my firm. Any staff here who can tell me how they would feel if senior reached out to them with a short survey looking at what they did well and what they could improve on? (we are no longer in busy season, would take probably 10 minutes per staff I worked with). Questions would likely be what did I do that was most helpful as a staff, what did I do that decreased efficiency or stressed you out, what have(cont)

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I’ve done that but if it’s not an anonymous survey, staff won’t really be real with you in fear of retaliation...tbh I know staff talk amongst themselves so if I want to know real feedback Id ask trusted folks (staff and/or my peers) and corroborate based on their responses

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Yea, bad idea. It’s called having a conversation, don’t do a survey. That’s so creepy

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What if they’re not honest because they fear retaliation?

Idk. If you have a good working relationship with your staff and have an honest conversation and they are confident that you won’t retaliate and that you genuinely want to learn and improve I don’t think it can hurt. Be prepared to hear negative feedback and one thing that you can do to help them is to set them up to deliver feedback in a both positive and constructive way. If they can feel like they are able to say positives about you then they won’t feel as bad/guilty/awkward saying negative things. Start with what they really appreciated and helped them to be most productive and then switch over and then also ask them for positive ideas for what you can do to rectify issues.

Also, do some real research on this. Lol don’t just ask FB

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And yes. I would try to make it more conversational in nature

When I have to give feedback to my team I try to make it two way and I get some feedback that way. Plus they feel like it's a conversation rather than me telling them what they did wrong

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I had one or two conversations as an associate very informal. I've had vonversations with associates/interns outside of the feedback framework.

If you want them to think about their answers give them examples of questions you're going to discuss. I also always ask if there is anything I/the team could do better.

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My firm does anonymous upward feedback and the responses are way more honest that way. Unless you have a great relationship with your staff, they're just going to say good job so that you won't retaliate

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1. Make it anonymous
2. Dont get hurt. No hard feeling

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I schedule 1 on 1 with my team regularly asking if they’re okay with giving me upward feedback...I send them calendar invites titled “feedback request” and no one ever rejected, and I’ve gotten good advice out of those

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Other seniors you worked with done that you thought was great, that I could implement on future engagements. And if there are any specific areas in the audits we worked on together which you would like to focus on or learn more in depth next year

Would it be anonymos

I ask for feedback during the engagements, but they are all during busy season so not much is said as we're all busy. Would prefer an email with a few questions so they have time to gather their thoughts and can just reply when they have the time, but from the responses here it sounds like staff aren't usually interested. Thanks for the honest responses!

Anonymous google survey.

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