Negative Feedback from Superiors: Helpful Insights for Employee Development
Navigating negative feedback from a superior can be challenging and emotionally taxing. It's crucial to remain receptive to criticism, rather than becoming defensive or dismissive.
Even when feedback is delivered kindly, it might be hard to understand what improvements need to be made. Feedback, whether positive or negative, serves as a manager's perspective on your performance, as they show concern for your growth and development.
Regrettably, feedback may occasionally come from individuals who do not care about your success or express their opinions harshly or insensitively. In such cases, it's best to focus on understanding the feedback and making the necessary adjustments, rather than critiquing the delivery method.
Three common approaches for delivering poor feedback are obnoxious aggression, manipulative insincerity, and ruinous empathy.
Obnoxious feedback involves belittling language and raised voices, which can leave employees feeling bullied or abused in a work environment. In extreme cases, it may be necessary to report such behavior to Human Resources, or consider seeking employment elsewhere.
Manipulatively insincere feedback is provided by individuals who are driven by their own insecurities or concerns for their reputation and say things they don't truly believe. In such instances, it's essential to carefully consider the feedback and seek clarification before responsively addressing any issues.
Ruinous empathy occurs when a manager fails to provide constructive feedback due to fear of hurting the employee's feelings. In such cases, it's essential to encourage open and candid communication from the manager to help improve performance and relationships within the team.
When dealing with difficult feedback, there are five key steps to follow:
- Identify your initial emotions and avoid self-judgment.
- Look for any favorable aspects in the feedback, even if the delivery was poor.
- Politely express your disagreement with the feedback if necessary.
- Discuss the delivery method with the feedback provider.
- Evaluate if any improvements can be made to avoid similar situations in the future.
Obnoxious feedback can be particularly challenging to manage. Allow yourself time to regain control of your emotions, evaluate the usefulness of the feedback, and, if appropriate, address concerns directly with the feedback provider.
Manipulative feedback requires careful consideration and potentially seeking additional insights from the feedback provider. If you suspect the feedback is insincere, ask for specific examples and seek clarification to best understand the true intent behind the feedback.
Dealing with ruinous empathy necessitates positive communication and the encouragement of open and honest feedback. Gently remind the manager of the importance of constructive feedback for personal growth and professional development.
While handling negative or poorly delivered feedback can be emotionally taxing, it's essential to approach these situations with a calm and objective mindset while maintaining open lines of communication with your manager.
- In the realm of career development, navigating negative feedback is crucial to promote personal growth and enhance health-and-wellness within the workplace-wellness culture.
- Negative feedback may occasionally be delivered in a harmful or insincere manner, but it's important to understand the underlying concerns and focus on making improvements for education-and-self-development.
- Effective communication with one's manager is key in promoting workplace-wellness, health-and-self-development, and fostering a positive environment for overall career growth.
