Address it with empathy and clarity. Ensure they know your intentions are positive and focused on growth. Communication is key; always ensure to listen and validate their feelings. ????

We’re all human, and it’s natural to take feedback personally from time to time. I remember when I was in a new role and received feedback on one of my first projects. It was tough—my manager didn’t hold back. At first, it stung, and I had to sit with it for a while. But after reflecting, I realized she wasn’t criticizing me as a person. What she was really telling me was that I needed to start seeking feedback earlier in the process, not just at the end. Since then, I’ve made it a point to ask for feedback throughout the entire lifecycle of a project—from the initial stages to the final delivery. The more feedback I get, the better my work becomes—and the more confident I feel in the process.

Scheduling a one on one conversation will help to clarify your intentions. First realise there is their side first and explain why you are giving them a feedback to aid their growth. Dribble examples and use specific examples to make points, rather than personal attributes, and tell how these points were acted out or reached. One example of this was I once translated my feedback as I too had run into the same issues and was able to get over it. Help to allow a two way dialogue, where they are invited in and concerned. A ‘tone way’ of being supportive and finding shared solutions will alter their perception of criticism to collaboration.

Misinterpreted feedback signals a lack of trust, not just a problem with the feedback itself. It’s a reflection of the relationship we share with our colleagues. When trust and genuine care exist, feedback becomes a natural and constructive interaction—much like sharing thoughts with a close friend. Have you ever seen a true friend misinterpret your words as criticism? Likely not, because trust ensures you’re on the same side, working towards resolution, not opposition. Building relationships rooted in empathy and respect transforms feedback into collaboration, fostering growth and mutual understanding rather than conflict.

Feedback é um processo estruturado e n?o um momento de "lavar roupa suja" ou quest?o de cunho pessoal. Por isso, os dados precisam ser sólidos e inquestionáveis, seja para feedback positivo ou de desenvolvimento.