Download our new eGuide: Troubleshooting Transparency: Avoid legal risks and HR challenges.

All Articles
Employee Performance3 min read•April 12, 2023

3 Strategic Ways Women Can Ask for More Feedback at Work

Written by Jeff YoderReviewed by Aisling Teillard
Woman and man talking together in an office setting

Learn more about the following beqom products

In order to succeed, employees need feedback—both good and bad—so they can leverage their strengths, improve their skill set, and simply perform better at their jobs. 

However, according to research by Harvard Business Review, men get more actionable feedback on the job than their female colleagues do. Similarly, research by Women in the Workplace highlights that women are 20% less likely to receive actionable feedback that can contribute to their performance and growth at work.

How can women get the feedback they need to progress in their careers?

Without any clear guidance from their managers, women must work harder to understand how to meet and exceed the expectations of their roles. This can be a daunting task and one their male counterparts are not faced with. Although this is, at its core, a management issue, and one that should be addressed by HR when examining their company’s culture, it still doesn’t change the fact that this is ongoing for many women, in many companies across the globe.

Therefore, it’s vital that women entering the workforce have the confidence to ask for feedback; but not just generic feedback that fails to give insight into one’s performance or skills. To get substantive feedback that is actually useful, you need to be strategic in how you ask for it.

To get the feedback you need to grow, consider these three strategies:

1. Choose your timing

Don’t ask your boss for feedback randomly, like when you run into them in the hall. Feedback should be an ongoing, two-way conversation that takes place in a thoughtful environment and happens more frequently than annual performance reviews. Use one-on-one meetings and inflection points in your work to get the feedback you need.

2. Consider your sources

Your manager is not the only person you work with. Consider who else in the organization can provide you with clear and actionable insights about your performance. For example, peers, mentors, or contacts you trust are good sources to consider when looking for honest feedback.

3. Lead the conversation

Because we know that women get less feedback to begin with, it’s important for you to proactively and strategically seek out the advice that will help you in your role. Ask questions that will allow your manager to provide more specific information such as, “What are the things I do well?”, “How do my strengths align with the organization’s goals?”, or, “Is there anything I can do differently that would improve my performance?”

Feedback leads to growth

Frequently, managers can be hesitant when it comes to giving women negative feedback due to concerns about how they will respond. More specifically, they fear their feedback will be interpreted as “mean” or “hurtful.” These assumptions, largely built on gender-based stereotypes, can have direct negative repercussions on women’s careers. But remember, if you don’t ask for the feedback you need in order to grow and advance your career, you simply will not get it.

Feedback can also lead to money

One last point, while we are talking about conversations with peers and managers. beqom’s 2023 Leveling the Paying Field report shows that the pandemic and inflation have made employees more likely to talk about pay with colleagues, but less likely to talk about pay with managers. At the same time, the research shows that men are more likely than women to ask for—and receive—raises. According to the research, in the US, nearly 3 in 5 asked their employer or manager for a raise in the past year, but more men (51%) than women (42%) who made the request were successful in receiving one.

Women should not be afraid to discuss pay and ask for fair compensation, but pay conversations are more likely to be productive when preceded by requests for feedback. Asking for feedback shows that you truly want to improve your performance and grow. Compensation is a two-way street; your part is to be committed to providing value to the organization, and the way to show that commitment is to request feedback and use it to develop, grow, and enhance your contribution to the company’s goals. That provides the background for a conversation about compensation.

Are you looking to improve how you give and receive feedback throughout your organization? Let beqom help you by booking a meeting with one of our performance management experts here.  

Download beqom’s 2023 Leveling the Paying Field Report to get a sense of employee experiences and perspectives on the gender pay gap, pay transparency, and other aspects of compensation. 

New call-to-action

More insights from the beqom blog

Explore other recent blog posts to stay updated on key trends and strategies in HR. Our blog provides expert insights to help you drive success in your organization.

Man holding a tablet

From Data to Insights: 5 Steps to Pay Equity and Transparency Success

4 min read•

Compliance starts with data. Prepare your employee IDs, groupings, and pay metrics now to lay a solid foundation for your pay equity and transparency analysis.


Read more
Three people in a conference room talking.

4 Ways for Hybrid, Remote, and International Companies to Master Pay Transparency

4 min read•

Navigating global pay transparency laws is complex, but it's a strategic opportunity. Learn how to overcome the four key challenges—from legal complexities to cultural nuances.


Read more
A man and a woman in an office setting having a conversation holding coffee cups.

Humanizing Compensation: Why Pay Is More Than Just a Paycheck

2 min read•

Compensation is about more than just a paycheck. Discover why it's essential to humanize compensation to build trust and create a more engaged workforce.


Read more
Hand drawn Tin can telephone.

Our newsletter

Sign up for the beqom newsletter to access exclusive resources on topics like Pay Equity, Compensation Management and Sales and Employee Performance. Our regular updates ensure you’re always informed on the latest trends in HR and compensation.

Some of our latest resources

Broaden your understanding with our curated selection of recent articles. Explore best practices, gain insights from industry thought leaders, and stay up-to-date with the latest trends to help drive success in your field.

Product demo slide: Pay Equity & Transparency on automating reporting and communications, featuring Ross Elmsly of beqom.

Product Demo | How to Automate Reporting and Employee Communications

Learn to run pay equity analysis, generate compliant reports, and securely communicate compensation to employees with beqom's Pay Equity and Transparency tool.


Read more
Image with Dr. Margrét Bjarnadóttir and Dr. David Anderson

On-Demand Webinar | The Ethical Use of AI in Pay Equity & Transparency

Learn how organizations can ensure an ethical use of AI in their pay equity and pay transparency efforts from PayAnalytics co-founders Margret Bjarnadottir and David Anderson.


Read more
Image of the cover of beqom's eGuide "Troubleshooting Transpasrency".

Troubleshooting Transparency: Common Pay Transparency Challenges and How U.S. Companies Are Handling Them

With new pay transparency laws taking effect in 2025, companies face increased HR and compliance complexities. Discover how smart companies are navigating them.


Read more
A hand drawn graphic showing 2 birds on a line.

Get to know the beqom product line

For over a decade, we’ve partnered with some of the world’s leading organizations to tackle their unique compensation and performance challenges. We understand that every business has distinct needs, not a generic approach.

Connect with a beqom expert to arrange a personalized demo that addresses your goals directly.

Request a demo today