What do you do if you receive critical feedback on your performance at work?

Agradeceria de forma sincera e escutaria atentamente as críticas. Faria uma reflexão honesta sobre o feedback e identificaria as áreas para melhorar. Desenvolveria um plano de ação com metas claras e alcançáveis. Se necessário buscaria apoio de outros para me ajudar a melhorar. Monitoraria meu progresso. Feedback para mim deve ser visto como oportunidade de crescimento pessoal e profissional.

Já recebi um feedback crítico sobre o meu trabalho, entendi como uma oportunidade de melhorar e me aproximar mais da expectativa desejada. No primeiro momento me fez pensar sobre toda a entrega e energia que havia colocado, mas depois percebi que sim, eu podia dar mais de mim, o melhor, corrigir a rota. Foi incrível a experiência e superação.

Para escuchar mejor, aplica dos cosas: 1.- Pregunta mucho, pregunta sobre los hechos, pregunta sobre las cosas y las formas que puedes hacer mejor, por aquello que te están criticando. 2.- No importa lo duro que sea la critica, no te sientas atacado, ese momento no es para reaccionar, ese momento es para sacar la mayor información relevante para ti.

Critical feedback conversations are a two way communication - in ideal case a conversation. A conversation evolves if there is space to think-work within. Certainly listening is of fundamental importance, yet I want to add that this is true for both ends. To create trustful feedback sessions, the feedback giver - even though he she has a critical message to transport - can strive to show up as an enabler, not a judge. This can mean focussing more on asking questions and listen carefully. Leading to co create a good outcome.

Devemos ter uma escuta ativa em todos os momentos, sociais ou profissionais. Nos feedbacks temos de ter uma atenção maior ainda e adicionada de isenção e estabilidade emocional. Quando não praticamos estes três componente podemos escutar com viés e os nosso desenvolvimento poderá continuar com gaps no que estiver sendo pontuado no feedback crítico.

Feedback might be gold. A critical skill is knowing which feedback to value. Here are the questions I use: ⇢︎︎ Is the person genuinely trying to help me? Not all feedback is meant to help. Sadly, some is meant to harm. Evaluate before you accept. ⇢︎︎ Is the feedback credible? Is the person offering it qualified to influence you on this? ⇢︎︎ Is the feedback meaningful? Does it offer a real insight, or is it just casual commentary? ⇢︎︎ Is the feedback relevant? Is it appropriate for this person to offer, or does it cross a boundary? ⇢︎︎ Is the feedback actionable? Is it something I can act on, or is it out of my control? ⇢︎︎ Is the feedback impactful? “Level 5” feedback on a “Level 1” issue usually isn’t worth the effort.

I'd say that this is the core asset of the feedback / feed forward process. Although we should really reflect on it as honestly as we can, not always we'll be able to leave passion aside. A not optimum but a very feasible way to work this issue around is to talk to someone else who is fairly aware of the situation and you trust that will be able to bring a maybe uncomfortable truth. But don't get me wrong. The self assess of a received feedback is a very interesting exercise that might guide you through a personal growth. Don't skip it!

Las mejores reflexiones son las que se hacen escritas, ya sea en papel o en tu PC; escribe todo lo que sientes, todo con lo que estás de acuerdo o no, y todo lo que puedas hacer para el futuro para mejorar.

It takes work to take critical feedback. But it's important to reflect on it and not react or retaliate. Some questions which will facilitate the reflection are 1. Is the feedback authentic? 2. Is there data to support the feedback? 3. What is the intent of the feedback? 4. Does acting on feedback lead to my growth? 5. Does the feedback come from a genuine person/source? If the reflection leads to growth, accept and act on the feedback. However, if it feels intended to demean you and does not support facts, you can avoid investing energy into it.

Depois de receber um feedback negativo é necessário avaliar varias vertentes antes de tomar para si aquilo como verdade. A pessoa que te deu o feedback deveria estar te dando aquele feedback? Ela tem a intenção do seu desenvolvimento ou só o fez como meio de criticar sem outro objetivo? Após o feedback houve um espaço para traçar ações para melhoria do ponto citado? Existem vários aspectos a serem levados em consideração após um feedback negativo, mas o mais importante é refletir sobre ele. Se te couber, abrace e caminhe para melhora. Se não for seu, deixe para lá e foque no seu crescimento!

(Chances are the person giving you feedback isn't trained. Meaning, you'll have to do the work of guiding them to give you you better feedback) A useful way of doing that is by asking "follow-up questions". Here are some examples: - "I appreciate you sharing. Would it be possible to give me an example?" "Can you say more about X" "What does it look like when I do Y?" Demonstrate to the other person that you're open to feedback by asking more questions. Too often people look for what's wrong in the other person's feedback. You're better off looking for what's right.

Seeking clarification is a critical step to get the right information so that we truly understand what respond we will be addressing. Always respect and not be defensive to show our appreciation. Keep in mind when people give their feedback, it is a kind of attention to us and we should take it as their support to our growing journey to make us better.

Receiving critical feedback at work can be daunting, but it's an opportunity for growth. Here's how to handle it: a) Stay Open-Minded: Approach feedback with curiosity, not defensiveness. Embrace it as a chance to improve rather than as a personal attack. b) Seek Clarification: Ask for specific examples to better understand the feedback. This clarity helps in crafting actionable steps for improvement. c) Craft an Action Plan: Reflect on the feedback and identify areas for development. Then, set SMART goals and seek support from mentors or coaches to ensure progress. Remember, feedback is a gift that propels professional growth. Embrace it, learn from it, and evolve into a better version of yourself.

Ich finde es immer hilfreich, darum zu bitten, das Feedback noch einmal in anderen Worten wiederzugeben. Hierbei eröffnet sich meist noch eine neue Perspektive, die hilfreich ist. Auch hilft es nach meiner Erfahrung darzustellen, was jetzt passieren müsste, wenn man das Feedback annimmt. Teilweise ergeben sich hier Situationen, wo dem Feedbackgeber klar wird, dass er das so nicht gemeint hat oder die Konsequenzen anders eingeschätzt hat.

The first part of your response to feedback is to thank the person who gave it to you. Giving feedback shows they care about you and your development as a professional. Second, determine if you need more information. You may want to ask for additional insight and examples from the person who provided the feedback. You could also ask others in your professional circle for related feedback. Third, identify how you will take action on the feedback. What do you need to do to improve? Create a simple plan of 2 to 3 actions you will take. Fourth, put the plan into action. Be comfortable feeling uncomfortable at first. Persist and keep going. Fifth, keep key stakeholders informed about your action plan. Ask what changes they are observing.

Nada es más elocuente y convincente que las acciones. Que tu respuesta sea nuevas y mejores conductas que se noten los cambios. Actuar para ser mejor es la mejor respuesta siempre.

Es gibt mehrere Möglichkeiten, was aus einem Feedback erwächst. Ich mache etwas in einem bestimmten Fall oder einer bestimmten Person anders. Ich ändere mein Verhalten grundsätzlich. Ich erkläre, weshalb ich Dinge genau so gemacht habe. Ich kläre Dinge auf der Beziehungsebene. Ich halte die Kritik aus. Ich sollte mich bewusst für einen Weg entscheiden und die Auswirkungen bewerten. Manchmal muss man auch etwas probieren, bis man seinen Weg gefunden hat.

When confronted with critical feedback at work, the focus should be on actively implementing changes: a) Listen and Adapt: Embrace feedback openly and adapt your approach accordingly. Actively listen to understand areas for improvement. b) Action-Oriented Approach: Translate feedback into concrete action steps. Set clear, achievable goals to address identified areas for development. c) Seek Guidance: Seek support from mentors or coaches to navigate the change process effectively. Regularly solicit feedback to track progress and refine strategies. By actively implementing changes derived from feedback, coachees can foster professional growth and drive meaningful improvements in their performance.

When following up after receiving critical feedback, it's important to approach the process with a positive and growth-oriented mindset. Here are some steps you can take: a) Schedule Regular Check-Ins: Set up a schedule for brief, regular follow-up meetings or conversations. This helps maintain momentum and shows your dedication to continuous improvement. b) Implement Changes and Monitor Progress: Start working on the changes you've committed to. Keep track of your progress and be prepared to adjust your approach as needed. c) Stay Open to Ongoing Feedback: Encourage the feedback giver and other stakeholders to continue providing you with feedback, especially as it relates to the areas you're working on.

Regelmäßiges Feedback ist sehr gut, um Entwicklung zu dokumentieren. Es ist jedoch auch wichtig, die Abhängigkeit von dem Feedback nicht zu groß werden zu lassen. Mache ich etwas, nur um ein positives Feedback zu erhalten, ohne jedoch dahinterzustehen oder es zu verstehen, sollte ich es nicht tun. Entwickle ich mich zu einer kompetenteren Führungskraft und das Feedback hilft mir bei meiner Entwicklung, dann sollte ich unbedingt damit arbeiten.

Embrace curiosity. I think feedback is often difficult to take in unless we’ve asked for it and or are prepared for it. Even then, what is really critical to integrating the feedback is the ability to have a mindset of curiosity- this energy allows for reflection and more questions to arise that will help gain greater clarity and awareness. It’s a critical part of growth and depersonalization.

My mentor has shared with me it is best to approach every situation with the intent to learn, especially with critical feedback. This mindset demystify the ambiguity in feedback conversations and allows a sense of self protection and preservation of self worth.

The value of "critical feedback" to the recipient depends greatly on the relationship with the feedback giver and / or the culture of conversation. In a good case, critical feedback is given with the intention of support to the recipient - striving to make him her more successful. This also means that critical feedback is given For the recipient and not for the feedback giver to feel in control. The intention behind is of importance.