When your manager seems hesitant to provide feedback, take the initiative. Approach them with specific questions about your performance, focusing on areas you’d like to improve. Frame the conversation positively, emphasizing your commitment to personal and professional growth. If direct feedback remains limited, seek input from peers, mentors, or other leaders who can offer valuable perspectives. Use self-assessment tools to identify areas of development and set clear goals. Demonstrating a proactive attitude shows your manager you’re serious about growth. Over time, this approach can encourage them to engage more openly in your development journey.

Use the formula one racing as an example, every season every small bit of information measured allows for optimisation of the vehicle, team and driver. A hesitant manager will create a block on the systematic optimisation process causing last seasons assets taking the track against competitors who have upgraded. Emphasise to the manager your growth is a win-win situation for all involved.

1. Be Specific: Ask for targeted feedback—e.g., "What skills can I improve to take on more responsibility? 2. Show Initiative: Proactively ask for opportunities to contribute or lead small projects. 3. Request Regular Check-Ins: Suggest frequent one-on-ones to track progress and get guidance. 4. Frame It as a Win-Win: Highlight how your growth benefits the team and company. 5. Stay Open: Show that you're receptive to constructive criticism and eager to learn. PS-: I’ve found that when I focus on how feedback can help both me and the team, it opens the door for more meaningful conversations with my manager. Growth is a team effort! 😊

To get the feedback you need, approach your manager with specific questions and a clear desire for improvement. Show that you're open to constructive criticism and demonstrate how their feedback will help you grow and contribute more effectively. Building trust and showing initiative can encourage your manager to provide the guidance you seek.

If your manager is hesitant to provide feedback for your growth, take a proactive approach. Schedule a meeting specifically to discuss your professional development goals. Clearly express your desire for feedback and explain how it will help you improve and contribute more effectively to the team. Come prepared with specific questions or areas where you'd like feedback. Share examples of your work and explain your thought process to provide context for your manager's assessment. Demonstrate your initiative by seeking out additional training or development opportunities. If your manager remains hesitant, consider seeking feedback from trusted colleagues, mentors, or other professionals in your field.

Your manager may be reluctant to share feedback on your performance because they have had a poor experience when they have shared or received feedback in the past and are hesitant to try again. Try approaching you manager with some improvements you sense you could make for yourself and ask their thoughts on which would make the biggest impact in your job performance. Coming with something they can add to versus bring up on their own will open the door to a productive conversation. Even if it doesn’t, it shows your initiative and capacity for self-awareness.