Receiving Feedback in Order to Grow

Almost everyone knows that their evaluation and the feedback they receive is crucial for their professional development. Yet the majority of workers dreads receiving feedback and fails to ever learn from it. As I talked about recently there is a good way to give feedback, and if the giver is terrible at explaining what needs to be done, there is nothing you can do about that. But even with someone that is bad at giving the feedback, you can still glean out learning points.

Know Your Triggers

The first step to properly receiving feedback is to know what sets you off. Do you find that the person giving the feedback bothers you? If so, then you need to go into the meeting and disregard that notion. Do you accept feedback well in a meeting, but not as much over email? Then you need to make sure you are focusing on the content and not the delivery method.

We all have triggers that set us off. The first step to learning from the feedback you receive is to know those triggers, and minimize them.

Separate the What from the Who

If you can’t concentrate on what is being said because of who is saying it, then you might as well be listening to a dog bark. Feedback is neutral; it is not an attack on you. So when someone gives you feedback that you don’t like, you need to make sure to separate the what from the who. The same goes for feedback you do like. It’s not about the person praising you; it’s about the person praising your work.

In fact, receiving feedback from different people with different viewpoints and attitudes is a good thing. Some people might be happy to be critiqued by a supervisor, but not a colleague or employee. That person’s job doesn’t make their opinions less valid, especially if they work in the same field as you. This is part of the importance of understanding marketplace chaplaincy as a way for people to improve their personal lives and viewpoint in the workplace.

Whether you’re an employee or you run a business and deal with employees, look for ways to contribute to a positive workplace environment. This means giving and receiving feedback and yes, even criticism. It also means support through a crisis or a stressful project.

When you know that the criticism isn’t directed at you as a person, there is a lot less pressure on you as a person. Sure many people identify with their work, but it is not what defines you.

See the Opportunity

If the giver is adept at giving feedback, this won’t be a very hard issue to deal with. In fact, those giving feedback should clearly outline the opportunity because they have in mind what they want accomplished. But most people don’t give feedback very well, so you have to figure out where the opportunity is.

Take for instance if you get feedback on a project that says, “Try harder next time.” Your first reaction will be to count up all the hours that you put into the project. You will want to complain about how you did your best, and you did try hard. But you’re missing the entire opportunity. Instead you should take the time to look at similar projects in the past that went over much better. What was done differently? What do you need to change? How can you learn from this?

Implement the Task

Knowing what to do is only half the battle. Now comes the hard part about making the change. Did you know that on average it takes 66 days to form or break a habit? That means the changes that you know you need to make must be done for the next two months before they become part of your normal routine. Don’t skip out on this step; it’s the most important one.

Ask for a Follow up

Feedback is much more effective if the receiver initiates. So if you are given feedback about something that you need to change, then schedule a time when you can follow up. Rarely will a boss or superior ever turn you down for this. If you are truly intent on learning how to grow from receiving feedback, you need to receive it constantly.