How to get better feedback from your team (without a 360 report)
You want feedback. You ask for it.
And what do you get?
Vague responses. A list of minor complaints. Or… nothing at all.
Sound familiar?
If you’re a first-time manager trying to grow as a leader—but struggling to get useful feedback from your team – you’re not alone.
Sure, a 360 feedback process can help – but not every team has access to one. And even when you do, 15+ pages of anonymous input can be overwhelming and hard to act on.
Here’s a more practical option:
Use your next 1-2-1 to coach your team to give better feedback
Pick one or two of these questions next time you meet with a team member:
❓ Where do you need my support the most?
❓ Where would you like more or less involvement from me?
❓ If you were the manager of this team, what’s the first thing you’d do?
❓ What things do you see me doing that I shouldn’t be spending my time on?
❓ Where do you think I should be spending more time?
These questions work because they’re:
> Specific – You’re not just saying “Any feedback for me?” (which almost always gets a no)
> Safe – They don’t sound like criticism; they sound like advice
> Thoughtful – You’re showing your team you want to improve and value their perspective
💡 Top tip: Let your team member know what you’ll be asking in advance. It gives them time to reflect and that leads to better, more considered responses.
Why this matters
When you coach your team to give feedback well, you’re doing more than just improving your own performance. You’re modelling humility, encouraging trust, and strengthening psychological safety across your team.
And here’s the bonus: you team members will find it easier to hear tough feedback from you because you’ve asked for it, for yourself.
So, which question will you try in your next 1-2-1?
Let me know how it goes. You might be surprised what your team has been waiting to tell you.
