We’re not always expecting it, but receiving criticism — or praise — is a skill that can be improved with practice. Often the prospect of conversation involving feedback can be daunting. Providing and receiving effective feedback is something you have to learn and work on as you build your career. Here are some tips for using feedback successfully.
Listen. When you find yourself speaking with a senior colleague or manager, it’s important to be respectful and listen closely. Whether or not you agree with what you’re hearing, someone is doing their best to help you. Don’t interrupt them. You might even find it helpful to take notes to refer to later.
Do your best to not take the feedback personally. Instead, take a breath and stifle any immediate, defensive reaction. Block out the noise in your head — like thinking about what to say next or building an argument to counter what they’re sharing — and truly listen. Apply these same principles when receiving positive feedback as well. Don’t make light of your performance or contribution. Someone who is self-aware understands both their strengths and weaknesses.
Actively participate. It’s perfectly OK to ask questions in a way that is neither defensive nor offensive. In fact, you’ll learn more if you do. You could ask for an example or even a suggestion about how you can improve. This is especially true if the feedback is negative because showing you care and want to do better can help build a bridge.
Before ending the conversation, summarize what you think you heard to ensure you properly understand. Sometimes we focus on a word or phrase that feels particularly good or bad and we miss other points. Having a two-way conversation allows the person providing feedback the opportunity to clarify their thoughts and the recipient a chance to process what needs to change.
Show appreciation. Honest, straightforward feedback is a powerful and efficient way to understand how to be more effective when interacting with colleagues. Any feedback — even when it’s hard to hear — is a gift, and it’s important to say thank you.
Remember, it’s not always easy for people to give feedback so even if your manager is a little awkward with the delivery, they more than likely have good intentions. Showing some kindness in a difficult moment can make a lasting impression.
Reflect. Take time to process the feedback and determine next steps. Think of feedback as an ongoing opportunity rather than a one-time event, and it will get easier over time. If it was a bad experience, avoid replaying it in your mind and instead choose to move forward. It helps to remind yourself that the most successful people heard plenty of criticism in their careers — it’s what helped them learn and improve.
Receiving feedback is a necessary and unavoidable part of being a professional so use it to your advantage. Set new objectives to stay motivated and keep your career development on track. Stay focused on the road ahead, and recognize that opportunities for feedback are gifts that help you grow.
ON TOPIC
While the most expected time to receive broad-scope feedback is during an annual performance review, it’s helpful to know what’s going well and what you can improve upon throughout the year. We asked managers why it’s important for employees to hear both positive and negative feedback — and best practices for seeking it out. Here’s what they had to say.
Why is receiving feedback important for professional growth?
Receiving feedback gives an employee an opportunity to listen, absorb, and act on things that are important to improving their performance or the execution of a task or project. In fact, they often don't know how their behavior or performance is perceived until they receive feedback. Constructive feedback allows them to address things that may be holding them back. Making adjustments can improve performance and achieve personal growth and future success.
How can employees ask for feedback from colleagues, managers, and clients?
It’s important to solicit feedback from managers and colleagues at various stages of a project and once an important project is complete. Asking for feedback can sometimes be uncomfortable. Maintaining an open dialogue with those who will provide feedback is important, and once you get used to asking, it gets easier. If you ask for feedback regularly there should be no big surprises at your formal performance review.
What is an effective strategy for digesting and applying feedback?
Listening is the key to making the most of any meeting where feedback is shared. Listen carefully with an open mind and do your best to not interrupt. While you may disagree with their assessment, resist becoming defensive or argumentative. Giving them the time to fully explain their observations leads to an open, honest, and productive conversation. Remember: creating a calm environment for your manager, colleague, or customer will help you get the feedback you need.
Applying the feedback you receive is important. After adjusting your performance, ask yourself if you notice improved outcomes based on these changes, If the answer is yes, be sure to let the person who brought it to your attention know. This follow-through establishes trust and enhances future feedback. If you apply specific changes that don’t yield results, go back to that person and ask for more details. Again, this promotes an honest conversation that will fuel your future success.
What are the top three things to consider when providing feedback to others?
- Be honest. Provide feedback in a way that is not threatening or demeaning. Offer a safe environment.
- Be specific. Offer examples of when the person performed well and situations when things could have gone better. If possible, use data to support your position.
- Be timely. Don’t wait until a formal performance or peer review — give feedback proactively.
