What are the most common mistakes made by entry-level professionals when receiving feedback?

It is common to feel defensive when someone highlights our mistakes or shortcomings, especially early on when you are trying to do your best. Use feedback as an opportunity to learn and absorb information. Getting defensive not only hurts your relationships but also impacts your work with people more careful and also in turn defensive.

Feedback is a GIFT. If one should getting feedback means that it self a great help we are getting to improve ourself. One no need to defend the points, we should receive feedback with an open mind, we have to ask for more clarification, appreciate and embrase the feedback. We go back and evaluate the feedback without putting any filters to it. Make an action plan to improve and implement. Simple rule "Start Small Build Big"

For entry-level professionals like myself, it's natural to crave positive feedback, reveling in the acknowledgment of a job well done. However, in our eagerness, we often overlook the crucial value of feedback, whether positive or negative. As we embark on our careers, soliciting feedback from supervisors or seasoned professionals becomes paramount for learning and skill enhancement. Yet, one common misstep is becoming defensive when confronted with negative feedback. It's easy to question why, despite our hard work, criticism is directed our way. There's a saying that goes, ".A person?cutting the?path doesn't know?that it is?crooked.

If one person is ignoring feedback means that person is rejecting the golden gift. Most of the entry level people does this either ignoring the feedback or taking it very personally, both are not good in their careers. We should always appreciate the feedback, acknowledge the feedback and just sit back and think and reflect on those feedbacks. Feedbacks provides us an wonderful opportunities to become good to great. ????

Sometimes, we dismiss feedback, convinced that our approach is faultless, ignoring the possibility that our seniors have tested it repeatedly without success. In the professional realm, it's imperative not to take feedback personally. Recognizing that feedback is a tool for growth and improvement, rather than a personal attack, is key to evolving in our careers

Una anécdota que ejemplifica este comportamiento es la experiencia de una joven dise?adora gráfica. Después de presentar su primer proyecto importante, recibió comentarios constructivos sobre la estructura y la elección de colores. En vez de verlo como una oportunidad de mejora, ella se sintió personalmente atacada. Este error común puede obstaculizar el progreso, ya que impide que se vea la retroalimentación como un medio para perfeccionarse. Es esencial que se reconozca que la crítica constructiva busca impulsar el desarrollo profesional, y no es un reflejo del valor personal. Aprender a separar lo profesional de lo personal permite aprovechar las oportunidades de crecimiento y mejorar las habilidades de manera significativa.

One of the first things to learn in a professional environment is to not take things personally. This is something most of us will struggle with and it takes time but when someone provides feedback at work it isn't addressed to you as a person but you as a colleague, co-worker or team member and remembering that can help with implementing and understanding that feedback.

This is one of the common mistakes most of us does. We expect feedback which are positive in nature, which boost our confidence and morale. When we receive feedback just opposite to it we start feeling offensive, which is an hinder to the career growth. Instead of this we can ask/give Sandwich feedback which have both the flavors.

A few practical tips that worked for me to motivate team members but helped with their scope of improvement. - Effective feedback is crucial for growth. It should be timely, to prevent issues at performance reviews, and objectives, focusing on behavior rather than personality. - The Sandwich Technique is ideal, even for less experienced team members. -1- Start positively, e.g., "Great job on the project report, the analysis was thorough." -2- Follow with constructive criticism, "The presentation can be more engaging with visual aids." -3- End positively, "Your analytical skills will enhance future presentations." Useful? Click Like!

Young professional always remember that the ultimate goal for receiving feedback is to learn from your weaknesses and make them strengths. It's hard to receive or take feedback sometimes especially when it is not positive. However always keep in mind that feedback always to help you to grow as a person in your role and professional journey.

While giving feedback to any entry level people frankly they will not be in a position to understand our feedback most of it's misunderstood. This is because of their new exposure to the role, work environment and team oriented work. Making them feel comfortable and encouraging them for further discussion will help them to commit.

A mistake I often made when I was younger and less confident was not asking follow-up questions after feedback. Sometimes I didn't understand exactly what was being asked of me, or the reasons for it, but I kept silent for fear of appearing combative or unreceptive. Now I've found ways of phrasing questions that work around that, such as "Help me understand..." And I've learned that if the conversation is with someone I have an existing good relationship with, they'll give me the benefit of the doubt and I can ask my questions.

I have met all too many team leads who don't give the credit (especially) to their young team members for the good work. Very unfair indeed. Those team leads are interested only in themselves and the future career opportunities. Case 1) Team lead presents the project report to the management team but he deletes the name of the project manager from the report. He takes the full credit for the good work without doing anything himself. Case 2) An outsider gives the credit to the individual team member. Team lead comments that the work was done well indeed but only because he guided the team member so well during the work.

1) Don't understand the value of a mentor OR don't respect them. If a person is not a mentor completely still teaching you anything, respect them. They have learned if over the years! 2) Ask proactively for feedback even if you have worked for a short period with anyone. The good tips will help you to accelerate your career growth. 3) Don't be too much happy about the positive things and don't be too sad about the negative things, remember you are learning !! 4) Method of feedback also matters. If someone just sends the email, you may not feel the vibes. If someone is trying to make you understand, even bad feedback will also not feel bad. And the same just written in email may make you negative. So try to have to open discussion