Negative feedback is inevitable in any performance evaluation, but it doesn't have to be demoralizing or discouraging. In fact, it can be a valuable opportunity to learn, improve, and grow as a professional. However, to make the most of it, you need to handle it effectively and constructively. Here are some tips on how to do that.
Before you receive your performance evaluation, try to adopt a positive and open mindset. Remind yourself that feedback is not a personal attack, but a way to help you achieve your goals and align with the expectations of your organization. Also, acknowledge that no one is perfect, and that everyone has areas of improvement. By doing this, you can reduce your defensive reactions and emotional stress, and focus on the content and purpose of the feedback.
Realize that you aren't perfect, and that feedback is a gift. An evaluation should be a true reflection of your performance against objectives and goals during the rating period. Make sure you can tailor any feedback into a plan to improve and have a discussion about additional resources that may be required. Organizations are always growing and learning, sometimes a job description gets overcome with demand vs. capability. Make sure you can talk in terms of resources, processes, available time when working on a plan of improvement during your eval.
Approach it with an open mind and a willingness to learn. Listen carefully without becoming defensive, seeking to understand the specific areas where improvements are needed. Ask for examples to clarify issues and for suggestions on how to address them. Reflect on the feedback to identify actionable steps you can take to improve your performance. Set specific, measurable goals for improvement and create a plan to achieve them. Communicate your plan to your supervisor and request regular check-ins to discuss your progress. View negative feedback as an opportunity for growth and professional development, not as a personal critique. Actively working on feedback demonstrates your commitment to your role and your ability to adapt and improve.
During the performance evaluation, pay close attention to what your evaluator is saying, and avoid interrupting, arguing, or dismissing their points. Show that you are interested and engaged by nodding, asking questions, and paraphrasing what you heard. This will help you understand the feedback better, clarify any misunderstandings, and demonstrate your respect and professionalism.
I have never met a perfect person yet so getting negative feedback will be part of life. Ask more questions to make sure you truly understand why they gave this feedback. And then encourage a positive dialogue with the person delivering the feedback. Show that you are open and willing to hear anything. Think about feedback as a gift. We do not need to act on every feedback you get, even from your boss. But now that you know, you have a choice on which parts you wish to adjust and how you can proceed. If you don't agree, just say to yourself "We both have our own view of the situation, and that is ok."
Sometimes, feedback can be vague, general, or unclear. To avoid confusion and frustration, ask your evaluator to provide more details and specific examples of what they mean by the feedback. For instance, if they say you need to improve your communication skills, ask them what aspects of your communication need improvement, and what situations or incidents illustrate that. This will help you identify the root causes of the feedback, and the actions you need to take to address them.
Even if you disagree or feel hurt by the feedback, try to thank your evaluator for their time and effort. Expressing gratitude and appreciation can help you maintain a positive and constructive relationship with your evaluator, and show that you value their input and perspective. It can also help you diffuse any tension or conflict that might arise from the feedback.
After receiving the feedback, don't just ignore it or dwell on it. Instead, use it as a catalyst for change and improvement. Develop an action plan that outlines the specific steps you will take to implement the feedback, the resources and support you will need, and the timeline and indicators you will use to measure your progress. Share your action plan with your evaluator, and seek their feedback and guidance along the way.
It is ok to ask the evaluator what they recommend for future actions. Be sure to follow up as you move forward to see if those actions are working. Do this by asking!
Finally, don't wait until the next performance evaluation to get more feedback. Seek additional feedback from your evaluator, your peers, your customers, and other sources on a regular basis. This will help you monitor your improvement, adjust your action plan, and reinforce your strengths. It will also help you develop a feedback culture that fosters learning, growth, and excellence.
Sometimes, you have to manage upwards with your manager. Arrange a date and time that works for you both and follow up. There is no sense in continuing on the same direction for months at a time if it isnt right. Write it into your plan and have you both accountable for it..