7 Ways To Deal With Negative Feedback From Your Boss

What is Feedback? Is it an advice? A praise? Or is it evaluation?

Is feedback the vehicle to vent one's frustration on another?

Well, feedback is none of the above.

Feedback, simply put, is a development tool. The true purpose of feedback is to create a positive change in an individual which would propel them towards their goals.

In the workplace, the quality of feedback determines the quality of the culture of an organization. While the outcome is to create a positive change, sometimes the way feedback is given could be negative.

The tone or the content of the feedback decides the nature of feedback. To the one giving the feedback - be mindful. And the one receiving it - here are 7 ways to deal with negative feedback:

#1. Don't be defensive

Don't be in a defensive or rebuttal mode when you receive negative feedback. If you get defensive or argumentative, it only takes the emotions high and intelligence down.

Here's what you need to do instead:

• Hear the feedback out without interrupting.
• Thank the person for sharing their feedback and for giving you their perspective.

This makes sure that both you and the feedback giver are in a neutral state of energy.

#2. Negative Feedback is different from Constructive Feedback

Constructive feedback is when someone gives you a specific direction for improvement. They want you to be better than you are right now. Negative Feedback is when someone is just blaming you and venting their frustration. Learn to differentiate.

#3. Intent is key

Understand the person's intent. The tone which the person uses while speaking reveals their true intention. Sometimes managers give feedback, not with the intent to add value, but to feel significant and macho, which defeats the entire purpose of giving constructive feedback.

#4. Feedback is learning

Every time someone gives you feedback, ask yourself: What can I learn from this feedback?

Even if the person giving you feedback does not have an intent to add value, you filter out points of improvement for yourself. Every cloud has a silver lining. Try finding yours.

#5. Is it feedback or just fluff?

Sometimes feedback can be filled with fluff. When you feel that, ask questions like:

• What would you like me to do differently in this situation?
• Going forward, what change/s in action or behaviour do you expect from me?

This way you are helping the person giving feedback be more specific and also educating him on how to give feedback.

#6. What have you understood?

Share your key takeaway in terms of action, behaviour, effort and changes.

Once you share this with the person giving you feedback, they know exactly what you have understood from the feedback given and what you will implement from the same, leaving no room for speculation or assumptions.

7. Ask for support

If need be, ask the person giving you feedback for support in terms of mentoring. Not every feedback can be implemented alone. Sometimes some feedback needs you to take suggestions from multiple resources. Figure out who or what can help you and don't shy away from reaching out to that person.

Being mindful of the above can equip you for negative feedback and will also help you enhance your performance.

Feedback - whether negative or positive - is crucial for self-development. Remember to make good use of it when you get it.