It’s Okay to Ask Your Coworkers for Feedback
It'll probably make you feel better too.
When it comes to performance reviews, asking for peer feedback is often an afterthought—something that only comes up when it's part of a formal process.
But one thing I always remind my clients is that you don’t have to wait for official review cycles to get valuable, lightweight feedback from your coworkers.
I give you permission to ask for feedback whenever you want.
Right now, with performance review season in full swing, tensions are high.
Everyone is focused on ratings, salary adjustments, and promotion decisions.
One of the best ways to reduce some of that stress (and improve) is to start asking for feedback early and often.
Outside of review cycles.
Feedback Early and Often
In our remote-first world, workplace relationships are more strained than ever.
It’s harder to get a real read on how your work is landing with your team.
Giving and receiving feedback is a gift.
So now, more than ever, I encourage you to gift your coworkers with feedback—early and often.
By early, I mean in real-time, not months after the fact.
And by often, I mean not just when HR mandates peer feedback for a promotion cycle.
The Power of Real-Time Feedback
Some of the most valuable feedback you’ll ever receive is the kind that happens right in the moment or shortly thereafter.
It’s fresh, specific, and a lower lift for the person giving it.
Real-time feedback is a great gift to give after a big presentation, a cross-functional meeting or after you’ve tried something new.
A Simple Way to Ask
If asking for feedback feels awkward1, here’s a quick template you can use:
Hey [Name], I’d love to get your thoughts on my presentation earlier. Would you be open to sharing any feedback? I can schedule a 15-minute chat or you can send thoughts here. I’m looking to improve my [insert skills], and your perspective would be really helpful!
People are much more likely to give you specific, actionable feedback if you ask while it’s fresh.
Some folks prefer a quick chat, while others might find it easier to write their thoughts down.
Give them both options.
Regular Feedback—Not Just for Reviews
One of the biggest misconceptions I hear from clients is that peer feedback only matters during a formal review process.
But here’s the reality: if you ask for feedback only once or twice a year, you’re likely getting vague, unhelpful responses.
Most people can’t recall specifics about your work from six months ago. Hell, you probably can’t recall specifics about your work from six months ago.
Instead, I urge you to ask for feedback on a more regular basis.
It’s especially helpful when you’re new to a role (those first six months can feel like a black box) or when you’ve taken on new responsibilities and want to gauge how you’re doing.
A simple way to do this is to check in quarterly with the people you work with most.
Here’s a super lightweight template:
What should I keep doing?
What should I start doing?
What should I stop doing?
That’s it.
No long forms.
No formal processes.
Just a quick pulse check on how you’re doing.
Keep the feedback coming
When you make feedback a regular habit—not just something tied to review cycles—you get better at your job faster.
You build stronger relationships.
And, most importantly, you take control of your own growth, instead of waiting for a manager to tell you how you're doing.
So don’t wait.
Ask and give feedback early and often.
It’s the gift that keeps on giving.
P.S. This was another great piece about feedback that I loved from
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Hi - I’m Jori and I’m a Product Coach.
If you’re looking for support - drop me a note, I’d love to connect. 🤝
I’m also hosting a Product Power Hour, Wednesday, Feb 19th 12pm EST. It’s an open space for PMs to experience product coaching with other, supportive product folks. RSVP!
I co-host Product Leadership Breakfast NYC, a monthly product breakfast series for PM leaders. If you live in NYC or find yourself passing through, join us! ☕
Ok, I know it definitely does.