ask-for-feedback-at-work

# ask-for-feedback-at-work Ask about observable work and future behavior. Make candor safe without demanding reassurance or an instant verdict. ## Procedure 1. Define the work, decision, behavior, or capability on which feedback would be useful. 2. Choose people with direct observation and explain why their perspective matters. 3. Share enough context and evidence for review, including constraints and the stage of the work. 4. Ask bounded questions such as what helped, what created friction, and what one change would improve the next attempt. 5. Offer a reasonable response format and time; do not force feedback in public or without preparation. 6. Listen without rebutting, then paraphrase the observation, impact, and suggested behavior. 7. Separate firsthand examples from general impression and ask for clarification where needed. 8. Choose a small improvement experiment with a date and observable signal. 9. Follow up with what changed and invite confirmation rather than claiming success. ## Failure plan - Do not solicit confidential ratings, gossip, or feedback about protected personal characteristics. - Never punish, expose, or argue with someone for giving invited criticism. - If feedback is vague, biased, unsafe, or outside the person's observation, record it without treating it as fact. - Use formal support when feedback includes harassment, discrimination, retaliation, or a material employment issue. ## Done - The request names a specific work surface and asks actionable questions - Feedback is recorded with source, example, uncertainty, and chosen response - An improvement experiment is completed and checked with evidence