Professional Development: 6 Tips for Handling Feedback Well
The capacity to give and receive constructive feedback is important and valuable. It is usually something we need to learn to be effective in.
The Purpose and Value of Feedback
The purpose of feedback is to improve the performance, outcome or situation of a person, project or other initiative. Performance feedback, which is largely the kind that you will encounter in the workplace, is focused on enhancing your job performance and possibly also your well-being. It is intended to help you build a rounded picture of you and your performance and behaviour, leverage your strengths and work on your weaknesses. You will probably encounter feedback through:
The Purpose and Value of Feedback
The purpose of feedback is to improve the performance, outcome or situation of a person, project or other initiative. Performance feedback, which is largely the kind that you will encounter in the workplace, is focused on enhancing your job performance and possibly also your well-being. It is intended to help you build a rounded picture of you and your performance and behaviour, leverage your strengths and work on your weaknesses. You will probably encounter feedback through:
- formal settings such as performance appraisal meetings, 360 feedback meetings and one-to-one meetings with your boss
- informal settings such as comments from your colleagues, clients or others on an ad hoc basis
Many companies are now recognising the limitations in relying on annual performance appraisal meetings to share feedback on performance and are attempting to make feedback part of 'business as usual'. If this is the situation in your company, you will probably encounter it more frequently.
Receiving feedback from others can be uncomfortable, especially if this is the first time you have received it. However it provides an excellent way of understanding how others perceive you, the impact you are having on them and how your performance is assessed.
How Should You Approach the Feedback Conversation?
In more formal feedback conversations (such as 360 feedback sessions) you will know that feedback will follow even if you don't know what it will comprise. In informal situations, for example when a colleague wishes to share some feedback with you, it can take you by surprise. In these situations it is important that you are 'invited' to hear the feedback before it is landed on you. This enables you to prepare yourself and your surroundings to maximum effect (e.g. that you are in a suitably private space, that you have time to listen and question fully, etc). You might otherwise request that you get back to them at a more suitable time to continue the conversation.
If you would like to complete our assessment of your feedback strengths and weaknesses see below. Finally, if you would like our help in developing these skills further, do get in touch.
In more formal feedback conversations (such as 360 feedback sessions) you will know that feedback will follow even if you don't know what it will comprise. In informal situations, for example when a colleague wishes to share some feedback with you, it can take you by surprise. In these situations it is important that you are 'invited' to hear the feedback before it is landed on you. This enables you to prepare yourself and your surroundings to maximum effect (e.g. that you are in a suitably private space, that you have time to listen and question fully, etc). You might otherwise request that you get back to them at a more suitable time to continue the conversation.
- Be open to, even welcoming, of constructive feedback. This is being given to you, for your benefit, from people you have asked (or given permission) to provide it. Other people's perceptions of what you do well and what you do less well, how you behave and the impact you are having, provides important information that you can use to boost your performance and make changes to achieve your goals.
- Don't be defensive. It can be easy to try to justify a particular piece of work or situation upon receiving negative feedback about it. However this reaction can signify that you are not listening or willing to consider that there might be some merit in the feedback. If you feel yourself becoming defensive, take some time out to reflect further both on the feedback itself and what your feelings about it are. Could the feedback be accurate? Can you see the other person's perspective in this assessment? Are there things you might have done differently on further consideration?
- Don't brush aside the positive feedback and simply dwell on the areas for improvement. When receiving feedback it is very common for people to skate over the positive comments or ratings, and zoom straight into anything they consider critical or negative. This is problematic for two reasons: (1) optimal performance and well-being entails being able to recognise and accept your strengths and weaknesses and to hold them equally in balance. This means accepting that you have both strengths and weaknesses and being 'OK' with that. It is not possible (or desirable) to be excellent at everything. (2) A significant body of research indicates that we derive greater performance and development benefit focusing mainly on our strengths rather than simply focusing on our weaknesses. If you don't fully understand your strengths you can't enhance them or capitalise on them.
- Keep the feedback in perspective. Do accept it at face value - raters will be providing feedback based on their knowledge of you in a particular area of your working life, and as seen through their eyes. Whilst you are advised not to simply reject some feedback out of hand, equally you are advised not to over-dwell on it either or to exaggerate its importance.
- Think about your response. Once you have received it, take some time to think it through and consider how you'd like to act on it. Are there consistent themes emerging that you might want to do something about? Are there some surprises you might want to ponder on, get further feedback on, or speak to your manager, mentor or coach about? If a piece of feedback doesn't resonate with you and, if on further reflection you cannot think of examples that would have led to it, then you might want to reject it. Whilst it is helpful to challenge yourself and accept feedback gracefully, not all feedback is helpful and if you genuinely cannot find a productive way of acting on it then you might decide to ignore it.
- Act on it. Once you have reflected on the feedback and determined what your response will be, act on it. Be sure that your intention translates into action and then follow that through.
If you would like to complete our assessment of your feedback strengths and weaknesses see below. Finally, if you would like our help in developing these skills further, do get in touch.
