Monday Tip: Ask for feedback

The Chief Happiness Officer's monday tipsThis monday tip comes from Marco of

Some of us have always thought that a compliment which we ask for is never worth receiving. Maybe we think that if we ask for it, then it must be insincere.

Is that always the case? In fact, even a compliment that we donít ask for can be insincere and sometimes by asking for a compliment we can get an honest feedback. How can that happen? Some people are simply not accustomed to paying compliments and need encouragement. Even people very close to us might be unable to understand what kind of recognition we need unless we ask.

So what about asking your boss for feedback on a recent project which you have successfully completed? You will make yourself happier, teaching him how to be a better manager in the process!

I gotta say that sounds like a great idea. And why limit it to the boss? Your mission this Monday, is to ask a co-worker, team member or employee for feedback.

Thanks Marco!

By the way: Do you have any ideas for future Monday Tips? How do you make yourself and others happy at work in fun, simple, easy ways? I’d love to hear your suggestions, so write a comment if you have one.

The Chief Happiness Officer’s Monday tips are simple, easy, fun things you can do to make yourself and others happy at work and get the work-week off to a great start. Something everyone can do in five minutes, tops. When you try it, write a comment here to tell me how it went.

Previous monday tips.

8 thoughts on “Monday Tip: Ask for feedback”

  1. Hi,
    I just wanted to say that I found this post very inspiring. I couldn’t help my self but say “how true” whilst reading your post.

    Thank you

  2. Hi,
    I just wanted to say that I found this post very inspiring. I couldn’t help my self but say “how true” whilst reading your post.

    Thank you

  3. Alex,

    Definitely push this one. After so many years in business, I still cringe when I am about to get “feedback.” Yet it is invariably more positive and affirming than I was expecting.

    I think the avoidance of “feedback” comes from its use as a performance management tool. There seems to be a tendency for many managers to wait for the formal review, start off with a positive comment, and then the employee waits for the list of “do this better” stuff.

    The lesson? Don’t wait until performance review time to give, or ask for, feedback. It’s an ongoing conversation, not a surprise.


  4. What a Great Idea, but why limiting it to the workplace? I am going to try that with my husband right away!


  5. Sham: I’m glad you liked it!

    Steve: Great point. That way, all positive feedback becomes just a preamble for the drubbing that follows.

    I’ve always felt that the yearly performance review is a clear sign that there’s something very wrong in out workplaces. Why don’t people know all the time how they’re doing?

    Laura: Fantastic idea. How’d it go

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