Feedback is essential for operational planning, as it helps you improve your processes, performance, and outcomes. However, not all feedback is constructive or helpful. Sometimes, you may receive feedback that is vague, irrelevant, unfair, or personal. How can you deal with such feedback without losing your confidence, motivation, or professionalism?
The first step is to consider who gave you the feedback and why. Is it someone who has a stake in your work, such as a client, a manager, or a colleague? Is it someone who has the expertise, experience, or authority to evaluate your work? Is it someone who has a clear and specific purpose for giving you feedback, or is it someone who is just venting, complaining, or criticizing? Depending on the source, you may decide to ignore, acknowledge, or respond to the feedback.
The person who is giving the feedback plays an important role in determining how effective it will be received by you. Even if the person holds a certain high authoritative position within the company, yet that does not mean he or she has the necessary experience to give an impactful and precise feedback. In the end, the receiver will not take into consideration of the value from the feedback.
It is better to respectfully and carefully pay attention to the strengths and weaknesses mentioned in the feedback and try to take advantage of them. If the reason for this feedback is not clear, you can ask the person giving the feedback to explain more and clarify their points. Also, you can seek constructive and actionable feedback so that you can improve existing problems and suggest more effective solutions. Ultimately, the most important thing is to approach your improvement with confidence and motivation and use feedback as an opportunity to grow and improve.
The second step is to analyze what the feedback actually says and how it relates to your work. Is it based on facts, evidence, or standards, or is it based on opinions, preferences, or emotions? Is it relevant, specific, and actionable, or is it vague, general, and unrealistic? Is it consistent, balanced, and fair, or is it contradictory, biased, or unfair? Depending on the content, you may decide to accept, reject, or modify the feedback.
Accessing the content may sound logical, but when a feedback is given even with the kindest intentions, it will not be received well especially if our own ego comes in between logic and emotions. I would suggest if you can calm yourself down and pull yourself out of the context and look at the feedback from a 3rd person’s perspective and determine the beneficial rewards when the feedback is taken and rectified.
The third step is to decide how to communicate your reaction to the feedback. You have several options, depending on the situation and your goals. For instance, you can thank the feedback giver for their input without agreeing or disagreeing with it. This displays respect and professionalism, as well as encourages them to give more constructive feedback in the future. Additionally, you can ask for clarification or examples if the feedback is unclear or incomplete. This demonstrates curiosity and willingness to learn, which may help you understand the feedback better and address any gaps or misunderstandings. If the feedback is inaccurate, inappropriate, or unhelpful, you can provide feedback on the feedback. This portrays assertiveness and confidence, which may help you correct any errors, challenge any assumptions, or suggest any improvements. Finally, you can seek a second opinion if the feedback is conflicting, inconsistent, or unfair. This shows prudence and objectivity, which may help you validate your work, resolve any disputes, or gain new perspectives.
The final step is to use the feedback as an opportunity to grow and improve your operational planning skills. Whether the feedback is constructive or not, you can always gain insight from it. Reflect on your strengths and weaknesses, and set realistic goals for your future work. Additionally, seek constructive feedback from other sources such as mentors, peers, or experts. This will enable you to compare and contrast their views with the feedback you received. Lastly, develop a positive and resilient mindset, and recognize the value and benefits of feedback for your professional growth.