Paying attention conscientiously, absorbing and diplomatically answering to negative feedback is perfect, but this is easier said than done.
Paying attention conscientiously, absorbing and diplomatically answering to negative feedback is perfect, but this is easier said than done.
Most of the time criticism from heads or supervisors can result in emotional eruptions and disappointment among workers.
But considering the causes and focussing on actionable conclusions is imperative to move ahead.
1) Comprehend the reason
Assume of the reasons that resulted to the negative feedback before responding. If the reason of negative feedback is small and has no major bearing on your profession or output, you must let it pass as it could stem from an array of causes like mood swings. But if the reasons stated are vital and could influence my career path moving forward, you should connect with your boss in conversations to settle things out.
2) Keep sentiments in check
One should refrain from responding instantly. One is bound to feel annoyed or upset and the nature could be to strike back, but that approach is judged as aggressive and cynical, even when the head’s evaluation could be incorrect. You must focus on listening conscientiously.
One can always get back for a thorough conversation after attaining calmness and clearness.
3) Look for clearness
Taking criticism impartially can make discussions easier to handle for workers. Views are tough to deal with and one could always ask for detailed occurrences, examples or anecdotes that have directed the boss to arrive at that negative feedback.
That will make the criticism easier to understand.
4) Do a self assessment
A study disclosed that 26 percent of newly hired employees become unsuccessful at their works as they cannot acknowledge criticism.
Predominantly, the intent of the boss is to assist conquer one’s inadequacies and develop one’s performance, so it is imperative to do a careful self-assessment to comprehend what can be worked upon.
5) Conclude with actionable results
Ensure that you leave the discussion with precise conclusions. Write down the recommendations and agree to meet for follow-up dialogues. Genuine, trust-based training bonds can result in exponential enhancement in performance, growth and learning.
