Hey, it's Rachel Cook, you're a modern mentor. And if you listen to this show, chances are

you're probably sitting on some ambition. You want to be great at what you do, but it sure would be

nice if you could get a little more and a little more useful feedback. Today, we are going to talk

about how you can open up that spigot and see that feedback flow your way.

As a collective workforce, we are all wanting more feedback. Without it, we don't know where we stand,

how we rank, what we need to improve, or where we're hitting it out at the park.

Employees are hungry for feedback from their leaders, managers, and peers, according to Gallup.

They want to gain insights that advance their abilities and future potential.

And more than ever, feedback is pivotal for engaging employees.

Gallup data show that when employees strongly agree they received meaningful feedback in the past week,

they're almost four times more likely than other employees to be engaged.

So why aren't our managers and peers giving us maximum feedback? Well, it may be important,

but it's also awkward and a little time-consuming, and often it's not the thing that's on fire.

So if you're tired of sitting around waiting for feedback to find you, let's talk about

strategies you can use to open the spigot and let it flow. First, ask better questions. Have you ever

been around a dry diapered, just-fed, tightly swaddled baby that will not stop crying? You know that

baby needs something. You just don't know what it is. Also, you want to

pull your hair out. Asking generally for more feedback may create a similar experience for the person

you're asking. They need more direction, and they want to rip their hair out. So how can you be

more specific in your ask? How can you lead your boss or peer toward offering a piece of

feedback that's meaningful to you in the moment? Instead of asking, can I have more feedback,

please? Try asking questions like, do you have any feedback on that presentation I gave in today's

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