New Managers to be More Open to Feedback: 6 Proven Tips

There’s a Need for New Managers to be More Open to Feedback
People manager assessment center data tells us that transitioning into a managerial role is exhilarating, but it also brings an often-overlooked challenge: receiving feedback. New managers frequently find themselves balancing performance expectations, team development, and personal growth. Yet research consistently shows that leaders who embrace feedback early — both from peers and direct reports — tend to build more effective teams and achieve stronger results (London & Smither, 1995; Ashkanasy & Daus, 2005).

While it is true that few people seek out and enjoy negative feedback from their coworkers:

• Wouldn’t you like to get better at your job? 
• Wouldn’t you like your new managers to be more open to feedback so that they, and their teams, can continuously improve?

Start by Reframing the Feedback Narrative
Executives and employees alike often observe that new managers are especially sensitive to criticism when stepping into a new leadership role. In their effort to prove competence and earn respect, they can inadvertently overlook the very feedback that would help them thrive. Too often, constructive input is taken personally, leading to discouragement or defensiveness.

It’s time to shift the narrative from “half empty” to “half full.” Instead of letting feedback shake your confidence — or trigger frustration — view it as an opportunity to demonstrate strength: the strength to listen, to absorb insights, and to act on them for meaningful improvement.

6 Tips for New Managers to be More Open to Feedback
Here are six tips for new managers to be more open to feedback so that it helps, not hinders, their performance:

1. Authentically Ask for Feedback Often
   One approach is to find several employees who care about you and are willing to share their assessments honestly. Suggest they give you feedback on two aspects of your management style that is working to support and help the team and one on where you need to improve for the good of the team.

   On a broader scale, try to make it part of the natural rhythm of work by regularly seeking input from your team and peers. Simple practices — like ending meetings with a “what went well and what could improve” check-in — signal that feedback is expected, welcomed, and non-punitive.

2. Pay Attention and Listen Carefully
   This is not the time for any leader (but especially not for new managers) to talk or to defend themselves. The most effective way to show openness to feedback is by listening fully before responding. Resist the urge to defend your actions or explain your reasoning immediately.

   Instead, paraphrase the feedback to ensure understanding and ask clarifying questions. This not only demonstrates respect for the person giving feedback but also increases your ability to apply it effectively.

3. Ask for Clarification, Examples and Recommendations for Improvement
   The better you understand where you can improve and the context surrounding the feedback, the more likely you are to be able to improve. Seek to understand three key areas:
   • Situation
     Contextually, in what situation did they observe you doing something?
   • Behavior
     What specific behaviors did they observe in that situation?
   • Impact
     What was their perception regarding the impact of your behavior on others?
4. Develop a Plan and Act Promptly
   Receiving feedback is only the first step; action solidifies your openness and credibility. Identify specific areas for improvement, set measurable goals, and communicate your progress to those who provided input. When team members see tangible changes resulting from their feedback, trust and respect deepen, fostering a culture of openness continuous improvement.
5. Show Some Humility
   Chances are your feedback givers are not the only ones who have noticed areas for improvement. Appreciate those who had the guts to share feedback with you and admit you need to work on the areas that they identified.
6. Set the Example
   Be the manager who has the self-confidence to admit mistakes and the willingness to learn. Create enough psychological team safety where feedback can be given directly and appropriately so that the whole team can embark on a performance improvement track.

The Bottom Line
For new managers, openness to feedback is a critical competency that directly influences team performance, employee engagement, and long-term leadership effectiveness. By cultivating self-awareness, normalizing feedback, listening actively, depersonalizing critique, fostering psychological safety, and acting on input, managers can accelerate their growth and establish credibility. Research underscores that feedback-oriented leaders drive stronger outcomes and more resilient teams, making this skill essential for anyone stepping into a managerial role.

To learn more about improving as a new leader and setting up new managers to be more open to feedback, download 8 Reasons Leaders Need 360 Degree Feedback