> ## Documentation Index
> Fetch the complete documentation index at: https://docs.topicflow.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Requesting Feedback

> How to ask for feedback from managers, peers, and stakeholders

# Requesting Feedback

Requesting feedback helps you understand how your work is perceived, identify blind spots, and grow faster. Here's how to ask for and make use of feedback.

## Why request feedback

**Self-assessment has limits**
You can't always see how your work impacts others or how you're perceived. Feedback from multiple sources provides perspective.

**Managers don't always volunteer feedback**
Even good managers can't give feedback on every project or behavior. Requesting it ensures you get the input you need.

**Peer feedback is valuable**
Your manager doesn't see all your work. Peers and stakeholders often have unique insights about collaboration, communication, and execution.

**It demonstrates growth mindset**
Actively seeking feedback signals that you care about improvement and aren't defensive.

## How to request feedback in Topicflow

1. Go to Feedback and click "Request Feedback"
2. Select who you want feedback from
3. Optionally provide context or specific questions:
   * "I'd like feedback on how the Q1 project went"
   * "Can you share thoughts on my recent presentation?"
   * "How can I improve my communication with stakeholders?"
4. The person receives a notification and can submit feedback

## Who to request feedback from

**Your manager**

* For overall performance feedback
* On goal execution
* About growth areas and career development
* Before performance reviews (to avoid surprises)

**Peers**

* On collaboration and teamwork
* On projects you worked on together
* On communication and responsiveness
* On technical skills (for peer review)

**Direct reports** (if you're a manager)

* On your management and coaching
* On clarity of direction
* On support and accessibility
* On team culture and dynamics

**Cross-functional stakeholders**

* On projects where you worked with their team
* On communication and responsiveness
* On understanding of their needs

**Customers or external partners**
(Less common in Topicflow, but possible for roles with external interaction)

## When to request feedback

**After completing a project**
"I'd like feedback on how the launch went and what I could improve next time"

**Before performance reviews**
"My review is coming up — can you share feedback on my work this quarter?"

**When trying something new**
"I'm working on my presentation skills — feedback on today's demo would be helpful"

**When you sense misalignment**
"I'm not sure how my recent work landed — can you share your perspective?"

**Regularly (e.g., quarterly)**
Some people request feedback on a schedule to ensure continuous input.

## How to ask for specific, useful feedback

**Be specific about what you want feedback on**

❌ "Can you give me feedback?"
✅ "Can you give me feedback on my communication during the project kickoff meeting?"

❌ "How am I doing?"
✅ "How well am I balancing speed and quality in my work?"

Specific requests lead to specific, actionable feedback.

**Provide context**

If you're asking someone who doesn't work with you daily:

* Explain the project or situation
* Mention what you were trying to achieve
* Note any constraints or challenges

**Ask open-ended questions**

Instead of: "Was the presentation good?" (yes/no)
Ask: "What worked well in the presentation, and what could I improve?"

**Request examples**

If feedback is vague ("You need to be more strategic"), ask:

* "Can you give an example of a situation where I could have been more strategic?"
* "What would a more strategic approach have looked like?"

## Receiving feedback well

**Don't get defensive**
If your first instinct is to explain or justify, pause. Listen first, respond later.

**Ask clarifying questions**

* "Can you give me an example?"
* "What would you have done differently?"
* "How did that impact the project?"

**Thank the person**
Even if the feedback stings, acknowledge the effort it took to share it.

**Reflect before reacting**
You don't need to agree with all feedback immediately. Take time to process it.

**Act on feedback**
If you request feedback but never change anything, people will stop giving it.

## What to do with feedback once you receive it

**Identify patterns**
If multiple people say similar things, it's likely a real growth area.

**Create development goals**
Turn feedback into concrete goals:

* Feedback: "Your emails could be more concise"
* Goal: "Reduce stakeholder email length by 50% while maintaining clarity"

**Discuss in one-on-ones**
Bring feedback into your next one-on-one:

* "I got feedback that my presentations are too detailed — can we discuss how to improve?"

**Follow up**
After acting on feedback, check in:

* "I've been working on being more concise in meetings — have you noticed improvement?"

## Requesting feedback during review cycles

Most review processes include 360-degree feedback. Here's how to make the most of it:

**Choose reviewers thoughtfully**
Select people who:

* Have worked closely with you during the review period
* Have seen different aspects of your work
* Can provide diverse perspectives

**Provide context to reviewers**
Remind them:

* What you worked on together
* What you'd like feedback on
* What goals you were working toward

**Don't only pick people who will say nice things**
Honest feedback is more valuable than glowing but uninformative feedback.

## Common mistakes when requesting feedback

**Asking too broadly**
"Any feedback?" often leads to vague responses. Be specific.

**Asking defensively**
If you request feedback but argue with every point, people won't be candid.

**Only asking your manager**
Managers don't see everything. Get feedback from peers and stakeholders too.

**Requesting but not acting**
If you ask for feedback repeatedly but never change, people will stop investing effort.

**Asking only when things go well**
Request feedback after challenging projects too — that's where growth happens.

## Best practices

**Make it a habit**
Request feedback quarterly, not just before reviews.

**Be specific**
Ask about particular projects, skills, or behaviors.

**Follow up**
Let people know how you're acting on their feedback.

**Thank people**
Giving thoughtful feedback takes effort. Acknowledge it.

**Model openness**
If you want candid feedback, show that you can receive it without defensiveness.

## What's next

<CardGroup cols={2}>
  <Card title="Giving feedback" icon="pen" href="/feedback/giving-feedback">
    Learn how to give effective feedback
  </Card>

  <Card title="Private vs. public feedback" icon="eye" href="/feedback/private-vs-public-feedback">
    Understand feedback visibility
  </Card>

  <Card title="How feedback builds performance history" icon="clock" href="/feedback/how-feedback-builds-performance-history">
    See how feedback connects to reviews
  </Card>
</CardGroup>