Feedback That Never Comes

One of the most disorienting aspects of the public health practicum experience is the silence. You submit your first deliverable, then another, then another. Days turn into weeks. Your preceptor says things are "fine" or "looks good," but you have no idea whether you are exceeding expectations, barely meeting them, or quietly disappointing everyone. This feedback vacuum is more common than students realize, and learning to navigate it is an essential professional skill.

Why Feedback Often Doesn't Come

Understanding why feedback is scarce helps depersonalize the experience. Your preceptor is likely juggling multiple responsibilities beyond your supervision. They may assume that no news is good news, or they might lack experience mentoring students. Some supervisors worry about discouraging students with constructive criticism. Others simply were never taught how to give effective feedback themselves.

The organizational culture matters too. In fast-paced public health settings, the focus is often on outputs and deadlines rather than developmental conversations. Your preceptor may not realize you need or want detailed feedback because they never received it during their own training.

The Cost of Waiting

Students who wait passively for feedback pay a price. Without knowing what is working well, you cannot build on your strengths. Without understanding what needs improvement, you might repeat the same mistakes throughout your practicum. You also miss opportunities to course-correct on major projects before investing significant time in the wrong direction.

Beyond skill development, the absence of feedback creates anxiety. You may interpret silence negatively, assuming you are underperforming when you are actually doing excellent work. This uncertainty can erode confidence at a time when you should be building professional self-assurance.

Taking Initiative: How to Request Feedback

The most effective strategy is to make feedback easy for your preceptor to provide. Rather than asking vague questions like "How am I doing?" try these approaches.

First, request feedback on specific deliverables. After submitting work, follow up with targeted questions: "I would appreciate your thoughts on the data visualization choices I made in this report. Were they appropriate for the audience?" Specific questions yield specific answers.

Second, schedule regular check-ins. Even fifteen minutes weekly creates a dedicated space for feedback. Come prepared with questions about recent work and upcoming projects. Having a standing meeting normalizes these conversations.

Third, ask about priorities and expectations upfront. Before starting a new task, clarify what success looks like. What format do they prefer? What level of detail? What is the deadline, and is it flexible? Getting clarity beforehand reduces the need for corrective feedback later.

Fourth, request examples of excellent work. Ask your preceptor to share deliverables from previous projects or other sources that represent the quality and style they expect. Models make expectations concrete.

Creating a Feedback-Friendly Environment

Frame your requests positively. Emphasize that you want to learn and improve, not that you feel neglected. Preceptors respond better to enthusiasm than to implied criticism of their supervision style.

When you do receive feedback, respond graciously regardless of the content. Thank your preceptor for taking the time. If the feedback is critical, resist the urge to become defensive. Ask clarifying questions and demonstrate that you are implementing suggestions. This reinforces that giving you feedback is worthwhile.

Documenting for Your Future Self

Keep a record of the feedback you receive, even informal comments. Note what you learned and how you applied it. This documentation serves multiple purposes: it helps you track your growth, provides material for reflection papers, and gives you concrete examples for future job interviews when you need to discuss how you respond to constructive criticism.

When Feedback Still Does Not Come

If your efforts to solicit feedback are unsuccessful, consider other sources. Can colleagues review your work informally? Does your academic program offer faculty support during practicum? Sometimes peer feedback from classmates in similar placements fills the gap.

The ability to seek feedback proactively will serve you throughout your career. Supervisors in any field appreciate employees who take ownership of their development rather than expecting to be managed closely. Your practicum is the perfect place to build this habit.