What do you do if you receive critical feedback on your performance?

2 Reflect on the feedback

The second step to handle critical feedback is to reflect on it. This means taking some time to process what you heard, and to evaluate its accuracy, relevance, and usefulness. You can ask yourself questions like: What is the main message of the feedback? How does it relate to your goals and expectations? What evidence supports or contradicts the feedback? How can you use the feedback to improve your performance? You can also seek out additional feedback from other sources, such as peers, mentors, or data, to get a more balanced and comprehensive view of your performance.

3 Respond to the feedback

The third step to handle critical feedback is to respond to it. This means communicating with the feedback giver about your thoughts and feelings, and about your action plan to address the feedback. You can start by summarizing the feedback and confirming your understanding of it. You can then share your perspective and explain your reasoning, without being defensive or blaming others. You can also express your emotions and acknowledge any challenges or difficulties that you face. Finally, you can propose specific and realistic actions that you will take to improve your performance, and ask for the feedback giver's support and guidance.

4 Implement the feedback

The fourth step to handle critical feedback is to implement it. This means putting your action plan into practice, and monitoring your progress and results. You can use tools such as SMART goals, feedback loops, and self-assessments to track your performance and measure your improvement. You can also seek out regular and constructive feedback from the feedback giver and other stakeholders, and adjust your action plan as needed. You can also celebrate your achievements and reward yourself for your efforts.

5 Learn from the feedback

The fifth step to handle critical feedback is to learn from it. This means extracting key insights and lessons from the feedback experience, and applying them to your future performance and development. You can ask yourself questions like: What did you learn about yourself, your performance, and your feedback giver? How did the feedback help you grow as a professional? What skills, knowledge, or behaviors did you acquire or enhance? How can you use the feedback to improve your performance in other areas or roles? You can also share your learning and feedback with others, and contribute to a culture of feedback in your organization.

6 Give feedback

The sixth step to handle critical feedback is to give feedback. This means providing constructive and respectful feedback to others, and helping them improve their performance and development. You can use the same steps and principles that you used to receive feedback, and tailor them to the feedback receiver's situation and needs. You can also use your feedback experience to empathize with the feedback receiver, and to offer support and encouragement. Giving feedback can help you build trust and rapport with others, and enhance your communication and leadership skills.