How to Take Feedback From Peers, Not Just Your Boss.
Here is something most sellers miss. You take feedback from peers far less than you take it from the boss. When your manager speaks, you write it down. When a teammate says the same thing, you let it slide. That is a habit worth breaking. Your peers sit next to you all day. They hear your calls and read your emails. They often see what your boss never gets to see.
The mistake most people make
Most people only care about feedback from people above them. The boss matters, so their notes matter. A teammate is "just" a teammate, so their tip gets a polite nod and then nothing. You may not even notice you do this. But your peers do. Over time they stop offering, because why bother? You miss the very people who watch you the closest, and you grow slower than you should.
What good sounds like
Good sellers treat a teammate's input like gold. They ask coworkers to look at their work, not just wait for the boss. When a peer shares a tip, they try it and report back on how it went. It feels less like a ranking and more like a team helping each other win. That open habit is what coachability really looks like up close.
How to do it
Ask one coworker to review your work this week.
Pick one call or email and hand it to a teammate. Be specific about what you want them to watch for. A small, clear ask is easy to say yes to.
"Hey, could you listen to my meritt demo call and tell me where I lost them?"
Listen without defending.
When the tip lands, do not explain why you did it your way. Just take it in and say thanks. People keep helping you when they feel heard.
"Got it, I talked over the buyer twice. Thanks, I didn't catch that."
Act on one tip, then tell them how it went.
Pick a single thing they flagged and try it on your next call. Then go back and share the result. That loop shows you meant it, and it makes them want to help again.
"I tried your pause trick on the meritt call today. The buyer opened right up. Thank you."
See the difference
A teammate says, "You cut the buyer off a few times on that call." You reply, "Yeah, but they were going off track, so I had to steer it." You defend, you move on, and nothing changes. The teammate quietly decides not to bother next time.
The same teammate says the same thing. You reply, "Oh, good catch. I didn't notice. Let me try slowing down on my next one and I'll tell you how it goes." Then you do, and you come back with the result.
Same tip. Same person giving it. One reply shuts the door. The other one opens it, and now you have a coworker who keeps making you better.
How you'll know it's working
You have got this when you ask teammates for input and actually use it. Look back at your week. Did you ask a peer to review your work, not just wait for the boss? Did you try a tip and tell them how it went? If yes, you are building real coachability, the kind that does not switch off the moment your manager leaves the room. That habit will follow you into every team you ever join.
Questions people ask
Why should I listen to feedback from peers and not just my boss?
Your peers see your daily work up close. They hear your calls and read your emails in real time, often more than your manager does. That makes their feedback fast, specific, and honest. If you only act on the boss's notes, you miss the people best placed to catch your blind spots, and you grow slower than the sellers who listen to everyone around them.
How do I ask a coworker for feedback without making it awkward?
Keep the ask small and specific. Pick one call or one email and tell them exactly what to watch for, like "Did I talk over the buyer?" A clear, narrow ask is easy to say yes to and easy to answer. It feels like a quick favour, not a big review, so most coworkers are happy to help when you ask this way.
What should I do when a teammate's feedback feels wrong?
Resist the urge to defend yourself in the moment. Say thanks and sit with it for a day. Often a tip that stings at first turns out to be fair once the heat fades. If you still disagree after that, you can let it go quietly. The point is to stay open, because defending every note teaches people to stop giving them.
How do I show a coworker I actually used their feedback?
Try one thing they flagged on your next call or email, then go back and tell them how it went. A quick "I tried your tip today and it worked" closes the loop. That single follow-up proves you meant it, builds trust, and makes the coworker far more likely to keep helping you grow over time.
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