Criticism – a word that often triggers a defensive stance and a wave of emotions. Whether it's a pointed comment about missing targets or a code review revealing bugs, the impact of criticism in the workplace is undeniable. In the dynamic realm of the professional world, feedback is both a sword and a shield. It can cut deep with criticisms, but when wielded correctly, it becomes a shield against stagnation. How we handle feedback, especially constructive criticism, plays a pivotal role in our journey toward personal and professional growth.
In this blog, we'll navigate the delicate art of handling workplace feedback – from understanding our initial reactions to converting criticism into a catalyst for personal and professional growth.
Table Of Contents
Feedback: A Familiar DanceDifference Between Criticism and FeedbackHow Frequently Should You Take Feedback?Who Is Responsible For Your Feedback?How To Handle Criticism In The Workplace?ConclusionAbout AuthorFeedback: A Familiar Dance
Picture this: "You haven't met your target," or "Your code is full of bugs."
When it comes to feedback, we typically wait until the end of the year when the manager is present, and then this discussion takes place. The manager provides feedback to justify the rating given, and you try to defend the rating, claiming it's not fair. This isn't the right environment for feedback. Feedback should be given in real-time. It becomes a game of one-upmanship, where you argue that you deserve a better rating, and the manager tries to justify the given rating. If this is the environment, where constructive feedback, crucial for your growth, is important, what should you do? What are the different things to consider when taking feedback?
The familiar dance of workplace feedback often echoes with critique. But waiting until the year-end appraisals to address these concerns is an outdated strategy. It's time to change the narrative.
Difference Between Criticism and Feedback
Criteria
Criticism
Feedback
Intent
Often perceived as negative, with the intent to point out faults or shortcomings.
Generally seen as constructive, with the intent to provide guidance and improvement.
Tone
Can be harsh, judgmental, or discouraging, focusing on what went wrong.
Encourages improvement, delivered in a more positive and supportive manner.
Focus
Primarily highlights flaws, mistakes, or weaknesses.
Emphasizes both strengths and areas for improvement.
Delivery
May lack specificity and detail, making it less actionable.
Typically includes specific details, examples, and suggestions for improvement.
Effect on Receiver
Often leads to defensiveness, resentment, or demotivation.
Encourages reflection, learning, and a positive attitude toward growth.
Outcome
Tends to be less effective in promoting positive change.
More likely to foster a growth mindset and drive improvement.
Now, let’s plan our focus on three areas: when and how frequently you should take feedback, who is responsible for your feedback, and, most importantly, how to take feedback without taking it personally—how to handle criticism, in other words.
How Frequently Should You Take Feedback?
So, let's get started on when and how frequently we should take feedback.
Waiting until the end of the appraisal period is not the right time. The right time is after completing an important element, like a current project. That's the time to seek feedback. If you've done well on the project, it makes even more sense. Because at that time, positive momentum is by your side, and your boss will be willing to provide crucial feedback.
On the contrary, if you haven't done well in the project, you are bound to face criticism. There might be things you aren't responsible for, but you'll still bear the brunt. So, the best time is after every project or every unit of work that you feel has gone well. Link up with managers during these times, set up current feedback sessions, and actively seek feedback. The idea should not be to get only praises. You should work with your manager to find out areas of improvement too.
Who Is Responsible For Your Feedback?
It's a simple story—it's your growth, so you should be responsible for your feedback.
If the company has a formal process for feedback, reach out to the manager and set up a meeting. It may happen that he will not give you time and keep postponing meetings. But the onus is on you to follow up and actively seek this feedback.
Another crucial aspect in this context is about whom you should take feedback from. It's not just the manager; you can also take feedback from your team members. It's more like a 360-degree approach—seek feedback from your team members, peers, and managers. Take feedback from all 360-degree relationships you have in the workplace.
How To Handle Criticism In The Workplace?
How to handle feedback that has an element of criticism. There will be a lot of negative flags raised, and if you take each of them to heart, performing your job will become difficult. You won't have the right work-life balance; you'll always be disturbed and stressed out at work. This blog will share three key points on how to take feedback constructively—and how to handle this criticism.
1. Constructive Criticism: The Art of Separation
First, you should separate yourself from the activity. Handling criticism requires the art of detachment. If the feedback is about a code full of bugs, separate yourself from the activity. Look at the code dispassionately to determine its actual quality, acknowledging that the feedback targets the task, not your identity.
2. Handling Feedback Diplomacy
Understand how your manager provides feedback, and what kind of feedback he's going to give. The manager will always give feedback based on his usual style. Feedback often comes with varying delivery styles. Acknowledge that you can't control the delivery, but you can control how you interpret and apply the feedback. Look past the method to grasp the essence of the message.
3. Reject the Source, Not the Idea
Even if feedback comes from a less-than-favorite source, don't dismiss valuable ideas due to personal biases. Most of the time, generally, we tend to dislike people from whom we don't like to take ideas. Even if they provide good ideas, we often reject them because we don't like the person. So, have the mindset that you won't reject good feedback or ideas just because you don't like the source. The source might be bitter, but feedback, like medicine, might be good for you.
Let go of your reservations and focus on the constructive aspect of the feedback. Growth often comes from unexpected quarters.
Conclusion
In the symphony of professional growth, feedback is the conductor. Embrace it, learn from it, and watch your career crescendo. Criticism isn't a reflection of who you are but an opportunity to refine your professional repertoire. As you navigate the intricate landscape of workplace feedback, remember that each critique is a chance for improvement. Turn the criticism into your greatest ally!
About Author
Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow. For more information explore
Website: www.satyajitsenapati.com
Insta: iamsatyajits
LinkedIn: / satyajit-senapati
Sign in to leave a comment.