We all need feedback to learn and grow. But if we wait on others to get these valuable insights, we may end up waiting. And waiting. Managers may have all the right intentions, but when work gets busy, feedback can be scarce. How can we get focused, frequent information that helps us improve — especially if we’re not getting feedback in a timely and effective way?

The best approach isn’t to push. It’s to pull. With the right amount of initiative and intention, we can "pull" feedback from others to get the right results. Here are four strategies you can use to get the insights you want and need, when you need them most.

Make a specific ask

With feedback, inputs determine outputs. If you want quality feedback, be specific about the type of information you're after. Are you looking for guidance? Affirmation? Constructive criticism? Before you ask for feedback, ask yourself, “What do I want from this feedback?” Because the answer to that question is going to impact the feedback you receive.

Lower the risk

It also matters how we ask for feedback. One reason people might hesitate to share feedback is that they perceive it as too risky. They’re worried that they’ll say or suggest the wrong thing. You can help them lower the risk by directing them exactly where to go. Rather than framing your request too broadly — "I'm looking for feedback, can you share some?" — consider a more targeted ask. For example, a new manager seeking advice on improving team productivity should not say, “Can you help me with my leadership skills?” A broad request like that is unlikely to produce a useful response. Instead, this manager could say: “I could use your advice on how to help my team stick to deadlines. Where should I begin?” Make it easy for people to give you feedback, and you’re more likely to get it.

Ask the right person

Some people binge watch. Others binge eat. One thing you should never binge is feedback. Seeking feedback from too many sources can actually backfire. First, it can result in information overload, leaving you with an overwhelming amount of input that lacks clarity or cohesion. Second, if the person you approach for feedback feels like just another random choice, their response is likely to be generic and uninspired. They won’t feel personally invested in providing thoughtful or meaningful feedback. Instead of binging, be selective about your sources. Let the person know that you’re specifically interested in their feedback and their unique perspective. They’ll feel more connected to the feedback and to your success. So choose carefully.

Give a little nudge

Even if you've tried all of the above, it’s possible that your feedback request might still get buried in someone else's list of priorities. If you're waiting and haven’t received a response, don’t lose hope — take initiative and offer a polite reminder. For example, you could say, “I truly value your insights on this. When would be a good time for us to follow up?” Alternatively, if the feedback you received feels too vague, don’t hesitate to seek clarification. Be respectful yet confident by asking for more specifics. You might say, “Could you share what I did particularly well?” or “What’s one thing I could improve next time?” A thoughtful nudge like this ensures the feedback moves beyond surface-level comments and delivers the actionable insights you need.

In a perfect world, we'd get the feedback we most want at the moment we need it most. Until then, these are some of the ways we can ask for feedback so that we can make progress on our terms and timeline, not someone else’s.

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