“In any case, one of the greatest gifts you can give someone is to try to make them better — to help them be their best self at work. Often that means telling them something hard but important — “here is the thing that is holding you back.”
If you’re not naturally good at this as a manger, go through your team one by one and ask yourself “what’s one thing that is holding that person back from being even more effective working with me? What’s one thing that’s holding them back with their team?” If you don’t know the answer, start observing and asking questions of the people they work with. It can be as simple as “what is the single best and worst thing about working with this person?”
Hate to break it to you, but your team is full of under-performers (substack.com)
Asking for feedback:
I hope this email finds you well. I wanted to take a moment to express my gratitude for the opportunity to be a part of ________ project over the past three months. It has been a valuable learning experience, and I'm committed to continuously improving and contributing to the success of our team and project.
As I believe feedback is essential for personal and professional growth, I would greatly appreciate your insights and guidance on my performance during these initial months. Your perspective as a senior team member is invaluable to me, and I'm eager to hear your thoughts on areas where I've excelled and areas where I could improve.
Specifically, I would appreciate feedback on the following:
Your feedback will help me better align my efforts with the team's goals and expectations and make any necessary adjustments to ensure I'm contributing effectively and I'm open to any suggestions or constructive criticism you may have.
Thank you once again for your mentorship and support.