Here's how you can effectively receive feedback from your boss in the marketing field.

To effectively receive feedback from my boss in the marketing field, start by being open-minded and receptive to constructive criticism. Listen carefully to what my boss has to say, ask clarifying questions if needed, and take notes to ensure i understand their feedback fully. Avoid becoming defensive and instead focus on learning and improving from the feedback given. After the discussion, take proactive steps to implement the feedback into my work, demonstrating my commitment to growth and development. Finally, follow up with my boss to show that i value their input and are dedicated to continuous improvement in my marketing efforts.

Stay Positive: Even if the feedback is critical, look for the constructive elements and how they can help you improve. Thank Your Boss: Express gratitude for the feedback, showing that you value their input.

Always ask for feedback. This will also encourage your boss to share feedback more often if they know you are open to it. It's important to have a weekly or bi-weekly touch base with your boss so you can ask questions directly whether in person or virtually about how you did on a project or a task.

Remember you can't control everything. I was taught the flashlight analogy years ago and it helped me. If you think about a flashlight, the more you grow, the further you will get away from tasks and projects that no longer impact you. If you only have limited time with your manager, make sure you are asking questions related to what you own and what you can control. It's okay to be curious and ask about other projects but remember what you can control. If there is a dependency on your project, make sure it is documented if you weren't able to complete your task because someone else didn't finish their task first.

Many companies today encourage a weekly 1:1 meeting between employees and managers. While some managers want to use the time to focus on project updates, the smart ones will hand over at least half of the meeting agenda to their employees. This allows employees to include requests for feedback on an ongoing basis. It also avoids surprises in a semi-annual or annual performance review. It is always better to provide specific feedback right away when the project is fresh. For larger projects, you can do a formal "post-mortem" to learn from the work and implement changes for future projects.

Muitas vezes assim que recebemos o feedback não conseguimos pensar logo na ação e em como resolver ou melhorar, dedicar um tempo para maturar e refletir é essencial, neste intervalo de tempo dúvidas podem surgir, anotar elas e levar a quem lhe forneceu o feedback é ótimo, pois mostra que você está dando atenção ao feedback que recebeu e deseja realmente aprender e crescer com isso.

Feedback from your direct manager is important, but shouldn't be the end-all. Don't forget to seek feedback from other leaders as well. This builds a wider network of potential champions and mentors, which will always be an asset in your career. Whether your direct manager is great at feedback, or not so great, having more leaders in your corner and more sources of input is always a plus.