Why You Can’t Wait for Formal Reviews: How to Get (and Use) Feedback to Grow Your Career
In today’s accounting and finance world, one of the biggest mistakes I see early and mid-career professionals make is waiting for “official” feedback. Many firms still only give written feedback three to six times a year. I’ve been in firms where managers, buried under deadlines, unintentionally let months slip by without telling a staff member how they’re really doing.
That gap can derail careers — not because you aren’t working hard, but because you’re working blind.
The Real Cost of Not Knowing
I once saw a bright young staff accountant who thought she was on track. She wasn’t. Her work was getting finished by others behind the scenes, and she wasn’t being trusted with assignments that would stretch her skills. She didn’t realize she was falling behind — until it was almost too late to catch up.
The lesson is clear: Timely feedback is your responsibility, too. If your firm doesn’t deliver it regularly, you have to learn to get it yourself.
Why Frequent Feedback Matters
It fixes problems while they’re small. Six-month-old mistakes are harder to correct — and harder for a manager to even remember.
It builds trust with your team. People notice when you ask for input and act on it.
It keeps your growth steady. Just like a good workout plan, small consistent adjustments beat one big overhaul.
Mindset: Feedback is a Gift, Not a Burden
Many people avoid asking for feedback because it feels awkward — or they fear they’re bothering their manager. The truth? Good managers appreciate people who want to get better. Even if they’re busy, they’ll remember you as someone proactive and coachable.
When you ask, you’re showing you care about your work and the team’s success — not just your next performance rating.
How to Ask: Practical Ways to Get Feedback Now
You don’t need to wait for formal reviews. Here are some practical ways to get meaningful input:
✅ Ask right after a project or task:
“Hey, do you have two minutes? What’s one thing I could have done better on this deliverable?”
✅ Be specific:
“I’m trying to improve how I communicate with clients. Did you see anything I could tweak this week?”
✅ Check in with peers too:
Sometimes teammates see things managers miss.
“I’d love your perspective — was there anything in my work that slowed you down or could have been clearer?”
Focus on One Thing at a Time
Don’t overwhelm yourself with a laundry list of improvements. When I coached staff, I’d say:
“Great job on your technical work this week. Next week, let’s focus on your client communication. You’ll run point with this client to practice.”
One clear goal. One path to practice it.
You can do the same for yourself:
Get feedback.
Choose one skill or behavior to strengthen.
Create your own “road map” for practicing that skill on your next project.
What If the Feedback Isn’t Perfect?
Sometimes feedback is vague — or different people tell you different things. That’s normal. If advice is unclear, ask follow-ups like:
“Can you give me an example of what you’d like to see instead?”
And remember: Not all feedback needs to be acted on immediately. Look for themes over time. If three people mention your communication, that’s probably real.
Take Ownership: Make It a Weekly Habit
You don’t have to wait for someone to tap you on the shoulder — make feedback part of your weekly routine.
Here’s your challenge:
Every week, ask at least one person for one piece of feedback.
Choose one improvement area.
Put it into practice on your next project.
Track your progress over time.
Small, steady improvements compound — just like interest.
Final Thoughts
Firms can (and should) do better with regular, meaningful feedback. But at the end of the day, your growth is your responsibility. Be the kind of professional who seeks feedback, listens to it, and turns it into action — one skill at a time.
Your future self will thank you for it.