Blog 56: Feedback for Account Managers
Giving and receiving feedback is part of the job—but let’s be honest, it’s rarely easy. As an account manager, you’re constantly navigating different personalities, high-stakes relationships, and the pressure to perform.
You’re expected to give feedback to internal teams, receive feedback from clients, and sometimes do both at the same time. If you don’t approach it the right way, things can get uncomfortable fast—or worse, damage trust.
Here’s how to handle feedback well—whether you’re the one giving it or the one getting it.
1. Start With Intent
Before offering or asking for feedback, get clear on your intent.
- Are you trying to improve a process?
- Clear up a miscommunication?
- Make collaboration smoother?
When you’re focused on the outcome (not just the emotion), your feedback is more likely to be heard and respected.
2. Deliver Feedback the Way You’d Want to Hear It
Keep it direct, specific, and respectful. Skip the vague “we need to do better” and instead say:
- “On last week’s call, the data wasn’t ready—we need to prep earlier so we stay aligned.”
- “The client flagged delays in response time. Let’s revisit our process so we can move faster next time.”
This shows that you’re focused on solutions, not blame.
3. Ask for Feedback Early and Often
The best account managers don’t wait for formal reviews—they invite feedback regularly.
Ask:
- “What’s something I could be doing better to support this project?”
- “Is there anything I’m missing from your perspective?”
When clients or teammates see that you’re open, they’re more likely to speak up—before a small issue becomes a big one.
4. Don’t Get Defensive
Receiving feedback—especially unexpected or critical feedback—can feel uncomfortable. Your first instinct might be to explain or defend. Resist that urge.
Instead:
- Listen fully without interrupting.
- Ask clarifying questions.
- Thank them for their honesty.
Then, take time to reflect. You don’t need to agree with everything, but staying open shows maturity and professionalism.
5. Follow Up with Action
Feedback only matters if it leads to change.
If you’re giving feedback, check in later to see if improvements have been made. If you’ve received feedback, let the other person know what you’re doing about it.
- “I appreciated your feedback on responsiveness—starting this week, I’ve built in a daily check to keep things moving.”
This kind of follow-through builds trust and shows you’re serious about growth.
Feedback isn’t about being perfect—it’s about staying aligned, building trust, and constantly improving how you work with others.
If you’re looking to level up your communication during tough conversations, this pairs perfectly with: The Art of Difficult Conversations
It’s a must-read for any account manager who wants to lead with confidence and clarity.
