WORKPLACE SPECIAL ...Handle Negative Feedback From Boss

 Handle Negative Feedback From Boss

Listening attentively, assimilating and tactfully responding to criticism is ideal, but this is easier said than done. Most of the time negative feedback from bosses can lead to emotional outbursts and disenchantment among employees. But understanding the reasons and concentrating on actionable outcomes is important to move ahead, as Anumeha Chaturvedi finds out.
1 Understand the Cause Kartik Sharma, a project manager at an IT firm, says he thinks of the reasons that led to the criticism before reacting. “If the cause of criticism is minor and has no significant bearing on my career or productivity I let it pass as it could stem from a variety of reasons like mood swings. But if the factors mentioned are important and could affect my career path going forward, I engage my boss in discussions to sort things out,” he says.
2 Keep Emotions in Check Sharma says he stops himself from reacting immediately. “One is bound to feel angry or hurt and the instinct could be to retaliate, but that approach is considered brash and defensive, even when the superior’s assessment could be wrong,” he says. Sharma focuses on listening attentively. “One can always get back for a detailed discussion after gaining composure and clarity,” he adds.
3 Seek Clarity Taking feedback objectively can make conversations easier to handle for employees. Sharma says perceptions are hard to tackle and one could always ask for specific instances, examples or anecdotes that have led the boss to arrive at that criticism. That will make the feedback easier to comprehend.
4 Do a Self-Evaluation A study by leadership training firm, Leadership IQ, revealed that 26% of new hires fail at their jobs because they cannot accept feedback. Mostly, the intention of the boss is to help overcome one’s shortcomings and improve one’s performance, so it is important to do a thorough self-evaluation to understand what can be worked upon, says Neha Lal, VP, HR at the Aricent Group.
5 End with Actionable Outcomes Make sure you leave the conversation with specific outcomes. “Document the suggestions and agree to meet for follow-up discussions,” says Lal. Aricent has a feedback management tool called iPerform that helps employees and managers work on a development plan. “Authentic, trust-based coaching relationships can lead to exponential increase in performance, development and learning,” she says.

ET130423