This Is How To Use Negative
Feedback To Be More Successful
No one likes negative criticism, but it’s often what you need in order
to grow. Here’s how to use it to your advantage.
Let’s face it: Negative feedback on your job
performance can be a drag. Who likes to be told that their work could use
improvement?
Research published in the Harvard Business Review provides some interesting insight into receiving and giving such
feedback. While managers by and large avoided giving negative feedback or
praise, employees craved it. And they weren’t looking for platitudes,
either—57% wanted corrective feedback versus 43% who wanted praise. Seventy-two
percent said that corrective feedback could improve their job performance.
Still, it’s one thing to think about that in
theory—and another to hear from your manager, “We need to talk about your
performance . . .” If you do find yourself on the receiving end of negative
feedback or criticism, here’s how to cope.
CHECK YOUR DEFENSIVENESS
When you get feedback that stings, be aware
of your emotions, says Rebecca Zucker, a partner at leadership
consultancy Next Step Partners. “Understand, ‘Okay, this stings,’ but why does it feel like this? Is
it because I’m embarrassed? Is it because I tried really hard and I’m not
getting the recognition I feel like I deserve?” she says.
Defensive reactions are normal but may not be
useful in feedback situations—especially since many feedback givers don’t have
great communication skills. So try not to let your feelings get in the way of
what might be constructive dialogue. If you feel yourself getting angry or
tempted to escalate the situation, listen to what’s being said, then take some
time to process the information and formulate a response.
TAKE NOTES
Note taking is often a good
idea for a variety of reasons. Jotting down
the feedback can allow you to capture what’s being said, says Tawanda Johnson,
president and CEO of human resources consulting firm RKL
Resources. Such notes will give you something to
review once you’ve had time to digest what your supervisor or peers are saying.
Depending on the nature of the feedback, it might be a good idea to take a look
at your notes the next day and see if you have any additional questions.
CLARIFY WHAT’S FAIR
Sometimes, feedback is fair and meant for
your improvement—and sometimes it’s not valid and the result of a
misunderstanding or a poor manager. As you consider what’s being said, try to
remain objective, says workplace bullying expert and philanthropist Andrew Faas, author of From Bully to Bullseye: Move
Your Organization Out of the Line of Fire. Think about
the dynamic in your workplace. Is your supervisor truly trying to help you
improve and grow? Or are you in an environment where you’re being unfairly
criticized for reasons beyond your control? If it’s the former, it’s time to
work on understanding how to improve. If it’s the latter, you need to guard
against letting unfair criticism demoralize you while you decide if this
workplace is the right fit for you.
ASK QUESTIONS
If the feedback is fair, it’s time for a
conversation, Zucker says. Negative feedback shouldn’t be a “dump and run”
where you’re blindsided and have no chance to ask questions or respond. Try to stick to the facts and not the emotional
component. If your boss says you need to improve your organizational skills and
you’re not sure what that means, ask for examples, Johnson adds.
You might ask something like, “What are the
one or two things I could be doing differently that would make the biggest
difference to you,” Zucker suggests. That way, you’re sure your focusing
your efforts in the right place, she says. If your boss is talking about better
project management organization and you think the problem is your messy desk,
you could end up focusing on improving something that doesn’t matter.
GET HELP
If there are obstacles that prevent you from
improving, share them, Faas says. You might need extra training, or there may
be factors of which your supervisor is unaware. If you’re dealing with a
personal issue that’s affecting your work, or if you have a project that’s
taking an inordinate amount of time and having an impact on your performance,
your supervisor might not realize it. Discuss these impediments and what you need to get past them.
CREATE A PLAN
Once you have clarity and a commitment of
resources, look at the steps you can take to get better, Johnson says. How can
you ensure that a mistake doesn’t happen again or a skill improves? Create a
written series of steps with deadlines to hold yourself accountable and ensure
that you make progress.
FOLLOW UP
Zucker says that sometimes employees are
worried about following up with managers after receiving negative feedback. “I
think it’s perfectly okay to hold your managers accountable. By that, I mean
schedule some follow-up intervals,” she says. You may want to plan a follow-up
meeting in 60 days to review progress and get additional feedback. “A good
leader would welcome that,” she says.
BY GWEN MORAN
https://www.fastcompany.com/40443349/this-is-how-to-use-negative-feedback-to-be-more-successful?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=8&partner=newsletter&campaign_date=08032017
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