{"id":4395,"date":"2025-01-16T10:29:46","date_gmt":"2025-01-16T02:29:46","guid":{"rendered":"https:\/\/itdworld.com\/blog\/?p=4395"},"modified":"2026-03-07T01:44:20","modified_gmt":"2026-03-06T17:44:20","slug":"soliciting-feedback","status":"publish","type":"post","link":"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/","title":{"rendered":"Soliciting Feedback: Key to a Building a Better Workplace"},"content":{"rendered":"<div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/itdworld.com\/blog\/\">Home<\/a><\/span> \u00bb <span><a href=\"https:\/\/itdworld.com\/blog\/.\/leadership\/\">Leadership Blog<\/a><\/span> \u00bb <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>Soliciting Feedback: Key to a Building a Better Workplace<\/strong><\/span><\/span><\/div>\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 30px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<blockquote>\r\n<p>Learn how soliciting feedback from others may lead to a more positive workplace, plus effective ways to receive and act on feedback.<\/p>\r\n<\/blockquote>\r\n<p>A thriving workplace hinges on open communication and a culture of continuous improvement. While often overlooked, soliciting feedback is a crucial element in fostering a positive and productive environment. In this article, we will explore how to gather input from others and translate it into meaningful action.<\/p>\r\n<table style=\"width: 100%; border-collapse: collapse;\">\r\n<tbody>\r\n<tr>\r\n<td style=\"width: 5%; vertical-align: top;\"><a href=\"https:\/\/itdworld.com\/blog\/author\/dangkhoa\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone\" style=\"width: 90px; height: auto; display: block;\" src=\"https:\/\/secure.gravatar.com\/avatar\/46ab710fecd98d4072c8e309e79e6b29c3336c5f7b456b864a162ff6eed961f0?s=180&amp;d=mm&amp;r=g\" alt=\"Jonathan M. Pham\" width=\"180\" height=\"180\" \/><\/a><\/td>\r\n<td style=\"width: 95%; padding-left: 10px; vertical-align: top;\">\r\n<p>Author: <strong><a style=\"color: #777777;\" href=\"https:\/\/itdworld.com\/blog\/author\/dangkhoa\/\">Jonathan M. Pham<\/a><\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<p><strong>Highlights<\/strong><\/p>\r\n<ul>\r\n<li>Soliciting feedback is the act of actively seeking input from various sources to improve performance, communication, and productivity. In the workplace, it is essential for improving communication, collaboration, job satisfaction, decision-making, and problem-solving.<\/li>\r\n<li>To effectively solicit feedback from others, one needs to be strategic, specific in their requests, open to input, and follow up on the input received. Using positive, appreciative, clarifying, and confirming language, along with open and attentive nonverbal cues, is crucial in the process.<\/li>\r\n<li>Tips for effective feedback solicitation involve being specific, choosing the right time and setting, remaining open-minded, asking open-ended questions, following up with action, and avoiding defensiveness, personalization, dismissal, assumptions, and arguments.<\/li>\r\n<\/ul>\r\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_74 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#What_Does_It_Mean_to_Solicit_Feedback\" >What Does It Mean to Solicit Feedback?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Why_is_Soliciting_Feedback_Important\" >Why is Soliciting Feedback Important?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Benefits_of_Soliciting_Feedback_in_the_Workplace\" >Benefits of Soliciting Feedback in the Workplace<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Steps_for_Soliciting_Feedback\" >Steps for Soliciting Feedback<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Set_the_stage_by_choosing_the_right_time_and_method\" >Set the stage by choosing the right time and method<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Prepare_clear_and_focused_questions\" >Prepare clear and focused questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Listen_to_understand_not_to_reply\" >Listen to understand, not to reply<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Appreciate_acknowledge_the_input\" >Appreciate &amp; acknowledge the input<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Follow_up_take_action\" >Follow up &amp; take action<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#How_to_Ask_for_Feedback_in_the_Workplace\" >How to Ask for Feedback in the Workplace<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#From_managers\" >From managers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#From_colleagues\" >From colleagues<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#From_employees\" >From employees<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Most_Effective_Language_to_Use_When_Soliciting_Feedback\" >Most Effective Language to Use When Soliciting Feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Principles_Strategies_of_Soliciting_Feedback\" >Principles &amp; Strategies of Soliciting Feedback<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Dos\" >Dos<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Donts\" >Donts<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Sample_Email_Asking_for_Feedback\" >Sample Email Asking for Feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Examples_of_Soliciting_Feedback_in_the_Workplace\" >Examples of Soliciting Feedback in the Workplace<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Case_study_1_Michelle\" >Case study 1: Michelle<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Case_study_2_Deloitte\" >Case study 2: Deloitte<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#Final_Thoughts\" >Final Thoughts<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_Does_It_Mean_to_Solicit_Feedback\"><\/span><strong>What Does It Mean to Solicit Feedback?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Soliciting feedback is the process of actively seeking input from others, usually with the goal of improving performance, communication, and overall productivity. Such opinions may come from a variety of sources \u2013 such as colleagues, customers, clients, or stakeholders \u2013 and are given in a variety of forms, including verbal and written communication.<\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Why_is_Soliciting_Feedback_Important\"><\/span><strong>Why is Soliciting Feedback Important?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>In the workplace, soliciting feedback is crucial for fostering a <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/high-performance-culture\/\">culture of open communication and continuous improvement<\/a>. Through the input of others, employees gain a more holistic awareness of their individual strengths and weaknesses, learn to address bad work habits, and discover areas for growth and development. Aside from that, the practice also encourages a culture of mutual respect and support, improves relationships and trust among team members.<\/p>\r\n<p>By building up an environment that values feedback, individuals and organizations may enjoy significant rewards in the long run. In fact, <a href=\"https:\/\/www.gallup.com\/workplace\/330017\/employee-engagement-rises-following-wild-2020.aspx\">a Gallup study<\/a> found out that employee engagement increased by 3% with higher levels of feedback \u2013 while <a href=\"https:\/\/www.gartner.com\/doc\/489712\/implement-customer-satisfaction-management-processes\">another one conducted by Gartner<\/a> revealed that a company was able to increase customer satisfaction by 20% and customer retention by 15% through collecting and acting on customer feedback.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4572 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-1.jpg\" alt=\"receiving input from a diverse audience\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-1.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-1-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<p style=\"text-align: center;\"><em>Why should we ask for feedback<\/em><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Benefits_of_Soliciting_Feedback_in_the_Workplace\"><\/span><strong>Benefits of Soliciting Feedback in the Workplace<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ul>\r\n<li><strong>Improved communication and collaboration<\/strong><\/li>\r\n<\/ul>\r\n<p>Creating an environment in which people are encouraged to give and receive feedback fosters transparent and sincere communication. The result is enhanced collaboration between team members and different departments within the organization. Through exchanging concepts, insights, and recommendations, employees learn how to work in harmony to recognize and solve challenges, brainstorm new innovative ideas, and accomplish shared objectives.<\/p>\r\n<ul>\r\n<li><strong>Increased <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/employee-engagement-in-the-workplace\/\">engagement<\/a> and job satisfaction<\/strong><\/li>\r\n<\/ul>\r\n<p>Encouraging feedback is an essential component in developing a culture built upon trust and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/transparent-leadership-finding-the-right-balance\/\">transparency<\/a>, leading to amplified engagement and job fulfillment. By establishing an environment where employees feel heard, the door opens to opportunities for constructive conversations, idea sharing, and collaboration.<\/p>\r\n<p>When individuals believe that their input is essential to the decision-making process, they are more likely to stay confident and invested in the prosperity of the company. This results in an empowered and driven workforce, leading to higher job satisfaction, talent retention, and organizational success. In fact, research has shown that organizations that value feedback achieve a 14.9% higher employee retention rate than those that don\u2019t.<\/p>\r\n<ul>\r\n<li><strong>Better decision-making and problem-solving<\/strong><\/li>\r\n<\/ul>\r\n<p>Soliciting feedback from a diverse group of stakeholders is a critical strategy for achieving long-term sustainable growth. When an organization seeks input from various individuals and teams, it opens the door to a wide range of perspectives, providing valuable insights that would have otherwise been overlooked. This approach leads to better-informed decision-making, ensuring the avoidance of potential blind spots, and promoting a more responsive, forward-thinking culture.<\/p>\r\n<ul>\r\n<li><strong>Higher productivity and performance<\/strong><\/li>\r\n<\/ul>\r\n<p>By actively seeking feedback, leaders gain insights into potential inefficiencies, bottlenecks, and roadblocks that employees face daily. Such information may the be leveraged to optimize processes and workflows, resulting in increased efficiency and productivity.<\/p>\r\n<p>Below is an example:<\/p>\r\n<p><em>\u201cThe CEO of a manufacturing company regularly holds town hall meetings with employees to solicit feedback on how to improve the production process. During one of these sessions, a member from the assembly line raises his concern about a bottleneck that\u2019s slowing down production. The CEO takes note of this comment and assigns a team of engineers to investigate the issue further. Later, the team identifies the problem as a faulty piece of equipment that\u2019s been causing delays in the production line.<\/em><\/p>\r\n<p><em>Thanks to the employee\u2019s input, the company was able to identify and fix the issue, resulting in a 15% increase in production efficiency. The CEO praises the employee for speaking up and encourages others to do the same, emphasizing the importance of actively seeking feedback to improve the company\u2019s processes and workflows.\u201d<\/em><\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/\">Leadership Feedback<\/a> &#8211; The Key to Changing for the Better<\/p>\r\n<\/blockquote>\r\n<h2><span class=\"ez-toc-section\" id=\"Steps_for_Soliciting_Feedback\"><\/span><strong>Steps for Soliciting Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Soliciting feedback effectively is a process that requires thought and preparation. Simply asking &#8220;How am I doing?&#8221; is unlikely to yield the specific, actionable insights needed for growth.<\/p>\r\n<p>Here are five key steps to guide you through the process.<\/p>\r\n<ol start=\"1\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Set_the_stage_by_choosing_the_right_time_and_method\"><\/span>Set the stage by choosing the right time and method<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>The context in which you ask for input is just as important as the questions you use. To ensure the person feels respected and is capable of giving their undivided attention, you must be intentional about the timing and the medium.<\/p>\r\n<ul>\r\n<li><strong>Timing:<\/strong> Try not to ambush someone when they are stressed, rushing to a deadline, or in a public setting. Instead, schedule a specific time. For a manager, this might be a dedicated 15-minute chat on their calendar. For a colleague, it could be asking, &#8220;Do you have a few minutes to talk about the X project when you&#8217;re free this afternoon?&#8221;<\/li>\r\n<li><strong>Method:<\/strong> The best method depends on the situation.\r\n<ul>\r\n<li><em>Face-to-face:<\/em> Ideal for nuanced, in-depth conversations where you can read body language and ask follow-up questions in real-time. This is best for feedback from managers or close collaborators.<\/li>\r\n<li><em>Email or messaging:<\/em> Useful for project-related feedback when a full conversation isn&#8217;t necessary, or when dealing with remote colleagues. It gives the person time to formulate their thoughts carefully.<\/li>\r\n<li><em>Anonymous surveys:<\/em> Best for leaders gathering input from their team. Anonymity encourages more candid responses on sensitive topics like team culture, workflow, or management style.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ol start=\"2\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Prepare_clear_and_focused_questions\"><\/span>Prepare clear and focused questions<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Vague questions lead to vague answers. As such, try to come up with open-ended prompts focused on behavior and impact, not personality. For instance, instead of &#8220;Do you have any feedback for me?&#8221; or &#8220;What do you think of my work?&#8221; (which are too broad and put the pressure entirely on the other person), try something like:<\/p>\r\n<ul>\r\n<li>&#8220;During the client presentation this morning, what was one moment that you felt was particularly effective, and was there a point where my message could have been clearer?&#8221;<\/li>\r\n<li>&#8220;When we <a href=\"https:\/\/itdworld.com\/blog\/leadership\/collaborative-leadership\/\">collaborate<\/a> on projects, how can I better support your workflow to help us meet our deadlines more smoothly?&#8221;<\/li>\r\n<li>&#8220;I&#8217;m working on improving my <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-skills-for-the-future\/\">leadership skills<\/a>. In our last team meeting, how could I have done a better job of facilitating the discussion to <a href=\"https:\/\/itdworld.com\/blog\/leadership\/inclusive-leadership\/\">include everyone&#8217;s voice<\/a>?&#8221;<\/li>\r\n<\/ul>\r\n<ol start=\"3\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Listen_to_understand_not_to_reply\"><\/span>Listen to understand, not to reply<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Once a question has been raised, your primary role is to <a href=\"https:\/\/jonathanmpham.com\/en\/interpersonal\/the-importance-of-listening\/\">listen<\/a> &#8211; i.e. to absorb the information with an open mind and resist the natural urge to defend yourself or immediately explain your actions.<\/p>\r\n<ul>\r\n<li><strong>Practice <a href=\"https:\/\/itdworld.com\/blog\/leadership\/active-listening\/\">active listening<\/a>:<\/strong> Pay full attention, maintain eye contact, and nod to show you&#8217;re engaged.<\/li>\r\n<li><strong>Take notes:<\/strong> Writing down key points shows you are taking the input seriously and helps you remember the specifics later.<\/li>\r\n<li><strong>Ask for clarification:<\/strong> If something is unclear, ask for more information. You can say, &#8220;Thank you for that. Could you give me a specific example of when you observed that? It would allow me to understand better.&#8221; Paraphrasing is also worth considering: &#8220;So, what I&#8217;m hearing is that I should provide more context at the beginning of my project updates. Is that correct?&#8221;<\/li>\r\n<\/ul>\r\n<ol start=\"4\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Appreciate_acknowledge_the_input\"><\/span>Appreciate &amp; acknowledge the input<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Giving honest feedback is difficult and requires a degree of vulnerability. It is a gift. Regardless of whether what the person says is positive or critical, it&#8217;s essential to thank them sincerely for their time and honesty. (e.g. &#8220;Thank you for taking the time to share this with me. I really appreciate your perspective, and this gives me a lot to think about&#8221;)<\/p>\r\n<p>Such a positive reinforcement not only validates their effort but also makes them more willing to discuss further in the future, creating a sustainable cycle of open communication.<\/p>\r\n<ol start=\"5\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Follow_up_take_action\"><\/span>Follow up &amp; take action<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Feedback is useless if it doesn&#8217;t translate to <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-self-reflection\/\">reflection<\/a> and, ultimately, action. After the conversation, take time to process the information; specifically, to identify one or two key takeaways that you can realistically work on.<\/p>\r\n<ul>\r\n<li><strong>Create an action plan:<\/strong> This could be enrolling in a course, consciously changing a communication habit, or adopting a new process in your work.<\/li>\r\n<li><strong>Close the loop:<\/strong> The most crucial, yet often forgotten, step. After some time has passed, <a href=\"https:\/\/itdworld.com\/blog\/leadership\/follow-up-behavior-change\/\">follow up<\/a> with the person who gave you the feedback and let them know what you&#8217;ve done with their advice. For example: &#8220;Hi [Name], I wanted to thank you again for your feedback on my presentation skills a few weeks ago. I&#8217;ve been making a conscious effort to start with a clear agenda, and I think it&#8217;s helping. I appreciate you pointing that out.&#8221;<\/li>\r\n<\/ul>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-10959 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/steps-for-soliciting-feedback.jpg\" alt=\"steps for soliciting feedback\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/steps-for-soliciting-feedback.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/steps-for-soliciting-feedback-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"How_to_Ask_for_Feedback_in_the_Workplace\"><\/span><strong>How to Ask for Feedback in the Workplace<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Feedback is an integral part of professional growth, but asking for it often proves to be challenging. Whether you are seeking input from a manager, a peer, or a subordinate, it is essential to approach the situation with tact and openness.<\/p>\r\n<p>To help you navigate the process, here are some practical tips for soliciting feedback in different workplace scenarios:<\/p>\r\n<h3><span class=\"ez-toc-section\" id=\"From_managers\"><\/span>From managers<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p>When seeking feedback from your superior, it\u2019s important to be strategic and intentional about the timing and approach. Scheduling a meeting in advance will give both parties ample time to prepare \u2013 and ensure that the conversation is productive.<\/p>\r\n<p>During the meeting, it\u2019s essential to clearly express your desire for honest evaluation, so that your manager understands the purpose of the conversation. Rather than dwelling on <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-mistakes\/\">past mistakes<\/a>, it\u2019s more constructive to focus on actionable steps you can take to improve your performance in the future \u2013 so that both sides may move forward and work collaboratively towards achieving your goals.<\/p>\r\n<p>Asking specific questions about your goals, skills, behaviors, or projects will provide your superior with a clear understanding of what you are looking to improve. For example, you could request for feedback on a recent project you completed, such as:<\/p>\r\n<ul>\r\n<li>\u201cWhat could I have done differently to improve the outcome of this project?\u201d or<\/li>\r\n<li>\u201cHow can I better <a href=\"https:\/\/itdworld.com\/blog\/leadership\/aligning-individual-goals-with-organizational-goals\/\">align my work with the company\u2019s overall objectives<\/a>?\u201d<\/li>\r\n<\/ul>\r\n<p>Remember to approach the conversation with an open mind, even if the input is critical. Listening carefully without judging or becoming defensive is key to a productive and constructive dialogue. Finally, thank your manager for their time and input, and make sure to follow up on any actions or next steps discussed during the conversation.<\/p>\r\n<p><strong>Sample questions to ask:<\/strong><\/p>\r\n<ul>\r\n<li>How do you think I did on this project?<\/li>\r\n<li>What are some areas that I can improve on?<\/li>\r\n<li>What are some <a href=\"https:\/\/jonathanmpham.com\/en\/self-awareness\/personal-development\/skill-development\/\">skills that I should develop<\/a> or strengthen?<\/li>\r\n<li>How can I better align my work with our team and organizational goals?<\/li>\r\n<li>How do you rate my performance in this area on a scale of 1-10?<\/li>\r\n<li>etc.<\/li>\r\n<\/ul>\r\n<h3><span class=\"ez-toc-section\" id=\"From_colleagues\"><\/span>From colleagues<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p>Before initiating a feedback conversation with your colleagues, be very specific of what you hope to achieve. For instance, if you are looking to improve your communication skills, ask them to <a href=\"https:\/\/itdworld.com\/blog\/leadership\/giving-effective-feedback\/\">give input<\/a> on how well you convey your ideas during team meetings or presentations.<\/p>\r\n<p>Additionally, make sure that you\u2019re reaching out to them at the appropriate moment. For example, you wouldn\u2019t want to ask your colleague for help when they\u2019re in the middle of a high-pressure project or dealing with a tight deadline. Instead, choose a time when they\u2019re likely to be receptive to your request, such as during a break or after work hours.<\/p>\r\n<p><strong>Sample questions to ask:<\/strong><\/p>\r\n<ul>\r\n<li>How do you think we work together as a team?<\/li>\r\n<li>What do you appreciate about my work style or approach?<\/li>\r\n<li>Do you have any suggestions on how I can communicate or collaborate more effectively with you?<\/li>\r\n<li>Is there anything that I do that annoys or frustrates you?<\/li>\r\n<li>How can I support you better in your work?<\/li>\r\n<\/ul>\r\n<h3><span class=\"ez-toc-section\" id=\"From_employees\"><\/span>From employees<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p>As a leader or manager, it\u2019s crucial to make your employees feel comfortable sharing their views. For instance, you could start a team meeting by asking for feedback on a recent project or initiative. Or, you could schedule one-on-one meetings with team members to discuss their experiences, concerns, and suggestions for improvement.<\/p>\r\n<p>Alternatively, consider using an anonymous survey\/ online tool to gather comments about issues that you would like to look into (e.g: company\u2019s communication practices, employee recognition, or work-life balance). This approach may help participants feel comfortable sharing their opinions \u2013 which then opens the door for more candid responses.<\/p>\r\n<p>Regardless of the method you choose, always make sure to follow up with actions and communication. If employees see that their suggestions are being taken seriously \u2013 and that changes are being made as a result, they will be more likely to feel valued and engaged in their work.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4573 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-2.jpg\" alt=\"request feedback from coworkers\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-2.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-2-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<p style=\"text-align: center;\"><em>How to request feedback from coworkers<\/em><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Most_Effective_Language_to_Use_When_Soliciting_Feedback\"><\/span><strong>Most Effective Language to Use When Soliciting Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>The language you use when soliciting feedback can make a big difference in how the feedback is received and given. Here are some tips on how to make the most out of the process:<\/p>\r\n<p><strong>Tip 1:<\/strong> Use positive and appreciative language that shows your interest and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/gratitude-in-the-workplace\/\">gratitude<\/a> for the other person\u2019s ideas. For example, you could say:<\/p>\r\n<ul>\r\n<li><strong>Thank you<\/strong> for your input. I <strong>really appreciate<\/strong> it.<\/li>\r\n<li>I\u2019m <strong>glad<\/strong> you shared your perspective with me. It\u2019s <strong>very helpful<\/strong>.<\/li>\r\n<li>I <strong>value<\/strong> your opinion and expertise. <strong>Thank you<\/strong> for taking the time with me.<\/li>\r\n<li>I\u2019m <strong>always looking<\/strong> for ways to improve. Thank you for your <strong>honest and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/constructive-feedback\/\">constructive advice<\/a><\/strong>.<\/li>\r\n<\/ul>\r\n<p><strong>Tip 2:<\/strong> Use clarifying and confirming language that shows your understanding and acceptance. For example:<\/p>\r\n<ul>\r\n<li><strong>Can you<\/strong> give me an example of what you mean by that?<\/li>\r\n<li><strong>Could you please<\/strong> explain how I can implement that suggestion?<\/li>\r\n<li><strong>Do I understand correctly<\/strong> that you are saying\u2026?<\/li>\r\n<li>So, <strong>what I\u2019m hearing<\/strong> is that you think I should\u2026 <strong>Is that right<\/strong>?<\/li>\r\n<\/ul>\r\n<p><strong>Tip 3:<\/strong> Use nonverbal cues that demonstrate openness and attentiveness. These include:<\/p>\r\n<ul>\r\n<li>Maintaining eye contact and nodding your head.<\/li>\r\n<li>Smiling and using vocalizations like \u201cmhmm\u201d or \u201cyes\u201d.<\/li>\r\n<li>Keeping your arms uncrossed and your chest open.<\/li>\r\n<li>Leaning forward slightly and mirroring the other person\u2019s gestures.<\/li>\r\n<li>etc.<\/li>\r\n<\/ul>\r\n<h2><span class=\"ez-toc-section\" id=\"Principles_Strategies_of_Soliciting_Feedback\"><\/span><strong>Principles &amp; Strategies of Soliciting Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<h3><span class=\"ez-toc-section\" id=\"Dos\"><\/span>Dos<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<ol start=\"1\">\r\n<li>\r\n<h4>Be specific about what you are looking for<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>When requesting feedback from others, be very clear about your intentions. Explain to them why you are reaching out \u2013 and what you hope to gain from the conversation. This allows the other party to understand the importance of their input \u2013 and encourage them to provide thoughtful and constructive feedback.<\/p>\r\n<p>Example: <em>\u201cHi, I was hoping to get your input on <strong>my recent presentation<\/strong>. I really value your opinion and I\u2019m looking to improve <strong>my public speaking skills<\/strong>. Would you be willing to share your thoughts on what I did well \u2013 and where I could improve?\u201d<\/em><\/p>\r\n<ol start=\"2\">\r\n<li>\r\n<h4>Choose the right timing and setting<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>As mentioned, timing plays an indispensable role in the success of your feedback request. Choose a time where your partner feels comfortable \u2013 and is able to provide focused attention. If they are busy, ask them when they have a few minutes to chat.<\/p>\r\n<p>Then, when you do meet, make sure to find a quiet and private location where you won\u2019t be interrupted. By being considerate of your partner\u2019s schedule and needs, you increase the chances that they\u2019ll be receptive and willing to engage in a productive conversation.<\/p>\r\n<ol start=\"3\">\r\n<li>\r\n<h4>Be open-minded and receptive to others\u2019 opinions<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>When soliciting authentic feedback as a means of increasing self-knowledge, it\u2019s important to approach the process with an open mind and a willingness to learn. Remember that feedback is a gift \u2013 no matter how difficult it is to hear, it is crucial to your own personal growth. Therefore, avoid becoming defensive or argumentative \u2013 and always show your appreciation for the other party\u2019s ideas.<\/p>\r\n<p>Example: <em>\u201cThank you for taking the time with me. I appreciate your honesty and will take your comments into consideration as I work to improve.\u201d<\/em><\/p>\r\n<ol start=\"4\">\r\n<li>\r\n<h4>Ask open-ended questions<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>A principle of soliciting feedback is to ask open-ended questions that allow the other person to express their thoughts and opinions freely \u2013 without feeling pressured or constrained. Refrain from leading questions that suggest a specific answer.<\/p>\r\n<p>For example, if you say something like \u201c<em>Didn\u2019t you think my presentation was great<\/em>?\u201d, you\u2019re implying that the person should agree with you, which may not be the case. Instead, ask them:<\/p>\r\n<ul>\r\n<li><em>\u201cWhat did you think of my presentation?\u201d<\/em> or<\/li>\r\n<li><em>\u201cDo you have any suggestions for how I could improve?\u201d<\/em><\/li>\r\n<\/ul>\r\n<ol start=\"5\">\r\n<li>\r\n<h4>Follow up with action<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>Once the feedback session is about to come to an end, take the time to reflect on it and identify specific steps you may take to move forward. Then, follow through on those steps and communicate your progress to the other party.<\/p>\r\n<p>Example: <em>\u201cBased on your advice, I\u2019ve decided to <strong>enroll in a public speaking course<\/strong> to work on my presentation skills. Thank you for your help in identifying this area for improvement.\u201d<\/em><\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-self-reflection\/\">Leadership Self-reflection<\/a> &#8211; Leading with Clarity<\/p>\r\n<\/blockquote>\r\n<h3><span class=\"ez-toc-section\" id=\"Donts\"><\/span>Donts<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<ol start=\"1\">\r\n<li>\r\n<h4>Don\u2019t be defensive<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>When <a href=\"https:\/\/jonathanmpham.com\/en\/interpersonal\/communication\/receiving-feedback\/\">receiving feedback<\/a>, avoid getting defensive or arguing about what you think is right\/ is not right. Remember that the other person is trying to help you improve, and that their opinion is just that \u2013 an opinion.<\/p>\r\n<p>For instance, let\u2019s say you just completed a project and your boss says that you could have done a better job. Instead of babbling about how hard you worked on the project, try to listen to what your boss is saying and consider how you can improve for next time.<\/p>\r\n<p>You can respond by saying something like, \u201c<em>Thank you for your feedback. I appreciate your thoughts and will definitely take them into consideration for future projects.<\/em>\u201d This shows that you value the input and are willing to learn and grow from it.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/emotional-intelligence\/\">Emotional Intelligence (EQ)<\/a> &#8211; How to Harness Its Power<\/p>\r\n<\/blockquote>\r\n<ol start=\"2\">\r\n<li>\r\n<h4>Don\u2019t take it personally<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>Soliciting feedback is challenging \u2013 as it requires us to confront our own flaws and weaknesses. However, don\u2019t forget that it is an essential part of personal and professional growth, and avoiding it can hinder our progress. Hence, perceive others\u2019 input as an opportunity for growth \u2013 rather than an insult on your own personal worth.<\/p>\r\n<p>Studies have shown that individuals who are open to feedback are more likely to be successful in their careers. For instance, a study published in the Harvard Business Review found that executives who were more receptive to feedback were rated higher in <a href=\"https:\/\/itdworld.com\/blog\/leadership\/what-is-leadership\/\">leadership<\/a> effectiveness than those who were less open.<\/p>\r\n<ol start=\"3\">\r\n<li>\r\n<h4>Don\u2019t dismiss feedback out of hand<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>When someone provides their suggestions, make sure to keep an open mind and consider it thoughtfully. It can be tempting to dismiss other\u2019s opinions \u2013 especially if they do not align with our own beliefs or perceptions, but doing so often hinders improvement.<\/p>\r\n<p>Let\u2019s say you just finished a project. Your supervisor mentioned that they felt your were struggling with communication. Your initial reaction may be to feel defensive and think that you did it just fine. However, if you spend time considering the criticism thoughtfully, you may realize that there were areas where you could have been more clear or concise.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/thoughtful-leadership\/\">Thoughtful Leadership<\/a> &#8211; Why It Matters in Today\u2019s Hectic World<\/p>\r\n<\/blockquote>\r\n<ol start=\"4\">\r\n<li>\r\n<h4>Don\u2019t make assumptions<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>Another principle when it comes to soliciting feedback is to be receptive to varying viewpoints. Avoid making assumptions about what the other person might say \u2013 and be prepared to receive input that may differ from your expectations.<\/p>\r\n<p>To illustrate, let\u2019s say you ask a colleague for input on a presentation you gave \u2013 and expect them to only comment on the content. However, if they only give recommendations about your delivery style, resist the urge to dismiss it \u2013 simply because it was not what you were anticipating. Instead, take a moment to consider their advice \u2013 and how you may improve for future presentations.<\/p>\r\n<ol start=\"5\">\r\n<li>\r\n<h4>Don\u2019t argue<\/h4>\r\n<\/li>\r\n<\/ol>\r\n<p>Arguing can make the other person feel defensive or frustrated \u2013 worse, it may even discourage them from providing feedback in the future. Even if you disagree with what they\u2019ve got to say, always listen respectfully and consider their perspective.<\/p>\r\n<p>If you have questions or concerns, you can ask for clarification or additional information, but avoid getting into a heated argument. Remember, the goal of soliciting feedback is to learn and grow, not to prove someone wrong or defend your own position.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-10956 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/strategies-for-soliciting-feedback-e1759414455566.jpg\" alt=\"strategies for soliciting feedback\" width=\"750\" height=\"423\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/strategies-for-soliciting-feedback-e1759414455566.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/strategies-for-soliciting-feedback-e1759414455566-300x169.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<p style=\"text-align: center;\"><em>Strategies of soliciting feedback<\/em><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Sample_Email_Asking_for_Feedback\"><\/span><strong>Sample Email Asking for Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Subject: <strong>Request for feedback on recent project<\/strong><\/p>\r\n<p><em>Dear [Name],<\/em><\/p>\r\n<p><em>I hope this email finds you well. I wanted to reach out to you regarding the recent project we worked on together. I would greatly appreciate any feedback or thoughts you may have regarding my performance throughout the project.<\/em><\/p>\r\n<p><em>Specifically, I would love to hear your thoughts on my communication style, the quality of my work, and how well I collaborated with the team. I am always looking for ways to improve my skills and contribute more effectively to the team\u2019s success, and I believe your feedback could be immensely valuable in this regard.<\/em><\/p>\r\n<p><em>If you have a few minutes to chat or would prefer to provide your feedback via email, please let me know. I\u2019m flexible and happy to work with your schedule.<\/em><\/p>\r\n<p><em>Thank you for your time and consideration, and I look forward to hearing from you soon.<\/em><\/p>\r\n<p><em>Best regards,<\/em><\/p>\r\n<p><em>[Your Name]<\/em><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Examples_of_Soliciting_Feedback_in_the_Workplace\"><\/span><strong>Examples of Soliciting Feedback in the Workplace<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Let\u2019s dive into two real-life examples that demonstrate the power of asking for feedback.<\/p>\r\n<p><em>(Source: <a href=\"https:\/\/hbr.org\/2015\/05\/how-to-get-the-feedback-you-need\">Harvard Business Review<\/a>)<\/em><\/p>\r\n<h3><span class=\"ez-toc-section\" id=\"Case_study_1_Michelle\"><\/span>Case study 1: Michelle<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p>Michelle Morgan is an ambitious online marketing professional who wanted to grow her skills and career. Michelle learned that to get more meaningful feedback from her boss, she needed to be specific and ask for actionable advice \u2013 rather than vague and general comments.<\/p>\r\n<p>By asking questions like, \u201c<em>How did I do on this presentation?<\/em>\u201d and \u201c<em>What are some things I can do better next time?<\/em>\u201d, Michelle was able to receive more useful and constructive input from her boss. This not only improved her performance and confidence \u2013 but also strengthened her relationship with her superior.<\/p>\r\n<h3><span class=\"ez-toc-section\" id=\"Case_study_2_Deloitte\"><\/span>Case study 2: Deloitte<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<p>Deloitte, a global consulting firm, recognized its traditional annual review and rating system was ineffective in providing feedback and motivation to its employees. To address this, Deloitte reinvented its performance management system by introducing a new tool called \u201cperformance snapshot.\u201d This tool allowed managers to provide feedback to their employees at the end of every project or quarter using four questions that focused on the employee\u2019s performance.<\/p>\r\n<p>By collecting feedback more frequently and informally, Deloitte created a more agile and responsive performance management system, reducing the time spent on performance reviews by 90%.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/continuous-feedback\/\">Continuous Feedback<\/a> &#8211; A Cornerstone of Modern Workplace<\/p>\r\n<\/blockquote>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4574 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-3.jpg\" alt=\"asking for input\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-3.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback-3-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Final_Thoughts\"><\/span><strong>Final Thoughts<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Soliciting feedback is a crucial component in building a better workplace \u2013 it helps to foster a culture of trust and openness, leading to improved communication, increased engagement, and better business outcomes. By following the guidelines above, you can contribute to building up an environment where feedback is valued and leveraged as a tool for growth and improvement.<\/p>\r\n<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"ITD World Leadership Solutions Video\" src=\"https:\/\/www.youtube.com\/embed\/OGKVy3mpW0Y\" width=\"716\" height=\"403\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\r\n<p><em>Other resources you might be interested in:<\/em><\/p>\r\n<ul>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/leadership\/mistakes-leaders-make-when-giving-feedback\/\">Mistakes Leaders Make When Giving Feedback<\/a> &#8211; and Better Ways to Communicate<\/li>\r\n<li><a href=\"https:\/\/jonathanmpham.com\/en\/inspirational-quotes\/learning-growth\/feedback-quotes\/\">63 Feedback Quotes<\/a>: Turning Input Into Positive Growth<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/coaching\/coaching-skills-for-leaders-managers\/\">8 Effective Coaching Skills<\/a> for Leaders &amp; Managers<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/coaching\/mentoring\/\">Mentoring<\/a>: Guide to Establishing a Win-Win Relationship<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/human-resources\/visibility-and-career-advancement\/\">Visibility at Work<\/a>: Key to Sustainable Career Advancement<\/li>\r\n<\/ul>\r\n<div class=\"message-box relative dark\" style=\"padding-top:50px;padding-bottom:50px;\"><div class=\"message-box-bg-image bg-fill fill\" ><\/div><div class=\"message-box-bg-overlay bg-fill fill\" style=\"background-color:rgb(240, 240, 240);\"><\/div><div class=\"container relative\"><div class=\"inner last-reset\"> <div class=\"row align-middle align-center\"  id=\"row-1201845515\"> \n\t<div id=\"col-1719653360\" class=\"col medium-9 small-12 large-9\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t \t<div id=\"text-1613947947\" class=\"text\">\n\t\t\r\n<p>Get the latest insights from ITD&#8217;s team of experts delivered to your inbox<\/p>\r\n\t\t\n<style>\n#text-1613947947 {\n  font-size: 1.2rem;\n  text-align: center;\n  color: rgb(0,0,0);\n}\n#text-1613947947 > * {\n  color: rgb(0,0,0);\n}\n<\/style>\n\t<\/div>\n\t \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t \n\t<div id=\"col-635855583\" class=\"col medium-2 small-12 large-2\"  >\n\t\t\t\t<div class=\"col-inner text-center\"  >\n\t\t\t\n\t\t\t <a href=\"https:\/\/itdworld.com\/subscribe-to-newsletter\/\" target=\"_self\" class=\"button secondary is-outline\"  style=\"border-radius:99px;\">\n    <span>SUBSCRIBE<\/span>\n  <\/a>\n \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t <\/div> <\/div><\/div><\/div> \t<div id=\"gap-1168923900\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1168923900 {\n  padding-top: 30px;\n}\n<\/style>\n\t<\/div>\n\t","protected":false},"excerpt":{"rendered":"<p>Learn how soliciting feedback from others may lead to a more positive workplace, plus effective ways to receive and act on feedback. A thriving workplace hinges on open communication and a culture of continuous improvement. While often overlooked, soliciting feedback is a crucial element in fostering a positive and productive environment. In this article, we [&#8230;]\n","protected":false},"author":4,"featured_media":4569,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[20,22,21],"tags":[],"class_list":["post-4395","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching","category-human-resources","category-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Soliciting Feedback: Key to a Better Workplace | ITD World<\/title>\n<meta name=\"description\" content=\"Learn how soliciting feedback from others may lead to a more positive workplace, plus effective ways to receive and act on feedback.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Soliciting Feedback: Key to a Better Workplace | ITD World\" \/>\n<meta property=\"og:description\" content=\"Learn how soliciting feedback from others may lead to a more positive workplace, plus effective ways to receive and act on feedback.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/\" \/>\n<meta property=\"og:site_name\" content=\"ITD World\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/itdworldofficial\/\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dangkhoa.pham.31\" \/>\n<meta property=\"article:published_time\" content=\"2025-01-16T02:29:46+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-06T17:44:20+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/soliciting-feedback.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"750\" \/>\n\t<meta property=\"og:image:height\" content=\"500\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jonathan M. Pham\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@DangKhoa270595\" \/>\n<meta name=\"twitter:site\" content=\"@itdworldgroup\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jonathan M. Pham\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"19 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/\"},\"author\":{\"name\":\"Jonathan M. 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