Why Early Feedback Is Crucial

rétroaction au travail Publié le 15 May 2023 Par

Whether you are starting a new job or taking on a new position, you need to learn why early feedback is crucial for success. 

Are you starting a new job at a new company and want to ensure that you integrate successfully into your role?  There are a few essential elements that you should have in place: clarity on your expectations and priorities, a good understanding of the products and services, and a solid internal network to deliver what is expected of you to feel part of the team.  In addition to these factors, being open to early feedback is crucial to your success in your new job. 

While feedback is not everyone’s favourite topic and a challenging one to broach, it’s vital to discuss it openly. The earlier and more regularly you receive feedback, the easier it will be for you to adjust to your role, perform well and exceed expectations. 

In this article, I will mainly address the best ways to ask for early feedback. 

It’s crucial to know where you stand at the end of the first month, and while your manager (your client) should provide early feedback, this is not always the case. Therefore, take the initiative to ask for it yourself. It’s not about seeking compliments but rather requesting honest feedback that will allow you to better align yourself within your new role. Asking for feedback should not be awkward, and you should not worry that it may demonstrate a lack of confidence. In fact, asking questions is one the best ways to learn on the job. 

Here are some questions you can ask at the end of the first month: 

  • How was my arrival perceived so far? 

  • Here’s what I accomplished during the first month, are we on the same page? 

  • Here’s what I’m planning to do in the second month, do I have the right priorities? 

  • How do you find our communications? (Frequency, manner) 

  • Do you have any advice to give me for the second month? 

The integration period is full of pitfalls and opportunities. There is a great deal of information to be absorbed and adjustments to be made, which means that organizing the process is very important. A 90-day personal onboarding plan will help you navigate safely. 

Pitfalls 

The absence of feedback is a significant trap during integration. Pitfalls of not seeking feedback include: 

  • Making wrong decisions based on incorrect perceptions 

  • Making faux pas with stakeholders who may have an impact on your success 

  • Being over or underconfident in yourself 

  • Excluding valuable sources of information 

  • Leading your team in the wrong direction  

  • Assuming you’re on the right track without evidence to back this up 

What stops people from asking for feedback? 

  • It may be an uncomfortable conversation for both parties. 

  • People may lack courage to speak to bosses or colleagues.

  • People may be too kind and do not want to hurt or displease.  

  • Some may view the need for feedback as a lack of self-confidence.  

  • The lack of time or opportunity to plan a meeting. 

However, without early feedback, you’ll be navigating blindly and may go down the wrong path. 

Opportunities 

On the other hand, early feedback is crucial because it provides an opportunity to demonstrate your courage, interest in the opinions of those around you, and commitment to active listening.  

Opportunities that come with early feedback include: 

  • Know that you have the right information 

  • Be secure that you are making the right decisions

  • Get support from leaders and colleagues to meet your initiatives 

  • Confident that you are fulfilling the expectations of the job  

  • Demonstrate your ability to adapt and adjust 

  • Build a repour with colleagues based on honesty, respect and support 

While receiving feedback may not always be easy, it’s essential to accept it with resilience as it is a gift. Take the time to digest the feedback and determine how you’ll use it. When you see the strong results in your own work and positive benefits in the organization, you won’t wonder why early feedback is crucial. 

It’s recommended to seek feedback at the end of each month during your first three months on the job and then every three months during the first year. The personal 90-day onboarding plan will suggest a communication strategy to help you know when, to whom, and how to ask for feedback. 

Do you have feedback for me? Go ahead, let me have it! 

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Image - Linda Arsenault

Linda Arsenault

Following a 20-year career in management, Linda has specialized in professional integration coaching for 14 years. She has more than 5,500 hours of practice, is an MCC coach, mentor, and certified examiner by ICF. She has become the reference in integration coaching by accompanying hundreds of individuals, managers, executives, and professionals. Since 2022, she has been offering a web training called 90-Day Personal Integration Plan www.90dayonboardingplan.com . Her mission is to raise awareness among those changing jobs about good onboarding practices by equipping them with a personal integration plan.