Feedback is essential for your professional growth and performance, but it can also be hard to handle. You may feel defensive, hurt, or angry when you receive criticism, even if it's constructive and well-intended. How can you respond effectively to feedback and use it to improve your skills and results? Here are some tips to help you.
The first step to respond effectively to feedback is to listen carefully and attentively. Don't interrupt, argue, or justify yourself while the other person is speaking. Instead, focus on understanding their perspective, their expectations, and their suggestions. Ask clarifying questions if you need to, and repeat back what you heard to confirm your comprehension. Listening actively shows respect and openness, and helps you avoid misunderstandings or misinterpretations.
Aqui na minha empresa, temos uma regra de que, ao receber um feedback, você n?o deve ser reativo, n?o importa qual seja o feedback. No momento em que você o recebe, seu papel é (i) receber e (ii) refletir sobre. Só depois que o fizer é que de fato reage ao que ouviu.
The most important thing you can do is listen to the information being given. Someone offering you feedback is a risk for them, and a gift for you. It’s a chance to learn and better understand your impact. You don’t need to decide in the moment if the feedback is right for you or if you need to change something, but without active listening, you won’t hear the feedback accurately to make that decision at all. Ask clarifying questions. Follow up. Summarize what you hear. Demonstrate that you value the feedback. Each of these steps can help you better comprehend what’s being said and send a message that giving you feedback is safe and accepted.
Demonstre interesse genuíno pelo feedback recebido, prestando total aten??o ao que está sendo dito. Fa?a perguntas para esclarecer pontos específicos e demonstre compreens?o, mostrando que você valoriza as perspectivas dos outros
Temos a tendência de agir por impulso, principalmente quando estamos em uma situa??o de desconforto ou confronto - como, por exemplo, recebendo um feedback mais duro. Acredito que o principal ponto seja n?o reagir no calor do momento, ou ent?o você pode acabar falando algo que se arrependa. Procure escutar atentamente, busque manter sua mente aberta, reflita sobre ele e, quando estiver com a cabe?a mais fria ou com os pensamentos mais claros, busque responder ao feedback.
A cultura de feedback no Brasil n?o é bem vista, entretanto, aqui na LEGAL temos 1:1 mensal e feedbacks constantes como forma de melhorarmos nosso desempenho, ajudando o crescimento pessoal. Quem n?o gosta de feedback n?o tem como objetivo melhorar e com isso, está fora da cultura e consequentemente, está fora da empresa ??
Feedback can trigger strong emotions, especially if it's negative or unexpected. You may feel attacked, frustrated, or embarrassed. However, reacting impulsively or emotionally can damage your relationship with the feedback giver and your reputation. To manage your emotions, take a deep breath, acknowledge your feelings, and remind yourself of the positive intention behind the feedback. You can also ask for some time to process the feedback and respond later, if you feel overwhelmed or need to calm down.
Mantenha a calma e evite rea??es defensivas ou impulsivas. Respire profundamente e reflita sobre o feedback antes de responder. Lembre-se de que o objetivo é aprender e crescer, ent?o encare o feedback como uma oportunidade de melhoria, mesmo que seja difícil de ouvir
When your cup is full is difficult to have anything new coming in. Therefore people tend to resist feedback. Funny enough I have seen this happening even when someone was receiving an outstanding feedback for the job done. So the problem is not with the feedback per se but really assessing if there is room for the feedback to fit in. Therefore I recommend having the person empty out their cup first, share their perspective on the situation, even if emotions are involved - this is even better to have them come out, then give your feedback. The person will feel heard, seen and supported with the entire feedback process.
Il est primordial de gérer et de canaliser ses émotions lorsque l'on re?oit un feedback. Mon conseil pour cela : Accepter le feedback et se laisser le temps de le digérer. Enfin, reformulez le retour de votre interlocuteur afin de garantir votre bonne compréhension.
Not all feedback is equally valid, useful, or relevant. Some feedback may be based on facts and evidence, while some may be based on opinions and preferences. Some feedback may be aligned with your goals and standards, while some may be inconsistent or unrealistic. To evaluate the feedback, consider the source, the context, and the content of the feedback. Is the feedback giver credible, experienced, and trustworthy? Is the feedback timely, specific, and actionable? Is the feedback consistent with your role, objectives, and expectations?
Como gestora, acredito que essa etapa é complexa e exige bastante maturidade de quem recebe. Ao longo da minha trajetória liderando equipes multidisciplinares, pude observar que os funcionários que tem maior inteligência emocional para analisar e refletir o que foi conversado, tendem a buscar a melhoria e potencializar sua carreira para se tornar um profissional cada vez mais qualificado.
Um ponto muito importante sobre feedbacks é entender que nem todo feedback é de fato útil. Mesmo quando partimos do pressuposto de que a pessoa que deu o feedback realmente quis nos ajudar, precisamos entender o contexto do momento, meu framework é pensar. - O comportando que gerou o feedback é recorrente? - O prejuízo causado por ele é real ou subjetivo? - Está alinhado com minhas prioridades atuar nisso agora? Tendo essa clareza você pode decidir o que fazer sendo: - Atuar imediatamente - Planejar atuar - Descartar o feedback No fim, nem todo feedback deve virar o plano de a??o e melhoria.
If something is unclear, ask for specifics. Understanding the feedback fully can help you respond appropriately. If the feedback is about expectations, ask for more details on what the ideal outcome looks like. If the feedback is critical, ask for suggestions on how to improve. This can turn the feedback into actionable steps.
After you evaluate the feedback, you need to decide what to do with it. You can accept it, reject it, or negotiate it. To accept feedback, you need to acknowledge it, thank the feedback giver, and commit to taking action. To reject feedback, you need to explain your reasons, provide evidence, and suggest alternatives. To negotiate feedback, you need to find a middle ground, compromise, and agree on a plan. Whatever you decide, you need to communicate it clearly and respectfully to the feedback giver.
The final step to respond effectively to feedback is to take action. You need to follow through on your commitments, implement the changes, and monitor your progress. You also need to seek feedback again, to check if you have improved and met the expectations. Taking action shows that you value the feedback, that you are willing to learn and grow, and that you are accountable for your performance.
Feedback can be challenging, but it can also be rewarding. By responding effectively to feedback, you can enhance your skills, results, and relationships. You can also create a positive feedback culture in your workplace, where everyone can benefit from constructive and supportive feedback.
To respond effectively to feedback, adopt a growth mindset and view it as an opportunity for learning and improvement. Listen actively without defensiveness, seeking to understand the perspectives and insights being shared. Thank the giver for their input, acknowledging their effort to provide feedback. Reflect on the feedback objectively, identifying areas for development and actionable steps for improvement. Follow up with the giver to express appreciation and discuss any actions taken. By embracing feedback as a tool for growth and development, you can enhance your skills, relationships, and overall effectiveness.
In my experience solicited feedback is often useful. Unsolicited feedback often not. Some feedback is simply gaslighting, or ignorance trying to override expertise. Or someone exercising a desire to appear relevant. It is helpful to keep an open mind as to what type the feedback is. Time-wasters should be dismissed (politely). For others, listening and asking follow-up questions can help to gain clarity. Then you can make helpful changes, or you can provide additional information that might obviate the feedback. If feedback is honest, informed and relevant then it is worth the time and emotion invested. A personal change plan may help. If the plan requires a behavioural change then co-opt a personal coach.