Feedback, both good and bad, is critical for employees to learn how to leverage their strengths, improve their skills, and rise through the ranks of their organizations. Research shows that women are 20% less likely to receive actionable feedback that can contribute to their performance and growth at work. To get the feedback you need to grow, consider a few things.

• Timing: Don’t ask your boss for feedback randomly, like when you run into them in the hall. Feedback should be an ongoing, two-way conversation that takes place in a thoughtful environment and happens more frequently than annual performance reviews. Use one-on-one meetings and inflection points in your work to get the feedback you need.
• Sources: Your manager is not the only person you work with. Consider who else in the organization can provide you with actionable insights about your performance, for example mentors/sponsors who are familiar with your work, your boss’ boss, or even trusted peers.
• Lead the conversation: Because we know that women get less feedback to begin with, it’s important for you to proactively and strategically seek out the advice that will help you in your role. Ask leading questions such as, “What are the things I do well,” or, “How do my strengths align with the organization’s goals?”