{"id":6090,"date":"2016-04-05T09:40:10","date_gmt":"2016-04-05T07:40:10","guid":{"rendered":"http:\/\/www.expresspros.co.za\/?p=6090"},"modified":"2016-04-05T09:40:10","modified_gmt":"2016-04-05T07:40:10","slug":"4-smart-ways-successful-people-respond-to-feedback","status":"publish","type":"post","link":"https:\/\/expresspros.co.za\/index.php\/4-smart-ways-successful-people-respond-to-feedback\/","title":{"rendered":"4 Smart Ways Successful People Respond to Feedback"},"content":{"rendered":"
By:\u00a0Kaysie Garza<\/a><\/em><\/div>\n
<\/div>\n
Have you ever been given candid feedback<\/a> from your boss about how your work\u2019s going? As more and more companies place value on the performance review and improved communication, the answer is probably yes. And yet, people\u2014regardless of title\u2014tend to dread this one-on-one conversation.<\/div>\n
\n

I get it. No one ever really looks forward to receiving negative feedback<\/a> (a typical component of the employee-employer discussion), but learning how to work withconstructive criticism<\/a> is a skill worth mastering. Getting insight about how you\u2019re doing and how you could improve is so essential to professional development, so it really shouldn\u2019t be something that makes you anxious.<\/p>\n

Although compliments about your performance tend to be welcomed more readily, if they\u2019re vague or generic-sounding, you walk away with not a lot to work with. If you want to excel, grow, and be successful, then you\u2019ll want to make sure that you\u2019re getting the best commentary as possible.<\/p>\n

The scenarios outlined below will help you elicit useful feedback from your manager that you can actually apply to your career.<\/p>\n

1. Vague Feedback<\/h2>\n

Your boss says, \u201cYou\u2019re doing great, keep up the good work.\u201d<\/em><\/p>\n

You say, \u201cI\u2019m glad to hear that. What are some ways I take on more responsibility?\u201d<\/em><\/p>\n

This is, perhaps, the easiest comment to give an employee who hasn\u2019t done anything poorly\u2014but who hasn\u2019t necessarily done anything to stand out either, and it\u2019s not very helpful. If you want to get something valuable out of the meeting, don\u2019t just say thank you; gently press your manager for more. By asking to take on more items, you\u2019ll see whether he steers the conversation back toward your current position or opens up about potential projects you could contribute to. If it\u2019s the former, it may mean you need some more time to nail the duties you have before adding anything else to your plate.<\/p>\n

2. Empty Feedback<\/h2>\n

Your boss says, \u201cI\u2019m impressed that 98% of anonymous evaluations say your performance was satisfactory.\u201d<\/em><\/p>\n

You say, \u201cWow, that\u2019s a great record so far. Do you have any insight on why the other 2% may have been less than satisfied? What specifically can I do to try to increase that rating for next \"conversation-1262311_960_720\"quarter? I\u2019d love to hear your suggestions.\u201d<\/em><\/p>\n

When your manager has a slew of team members to oversee, she\u2019s probably not sweating the small stuff. Instead, she praises you for achieving a high rate among your colleagues and doesn\u2019t feel the need to harp on the 2% who had less than stellar things to say about your performance. But, because you should always aim to grow, focusing on that deficit will benefit you more in the long run than taking your compliment and heading back to your desk. Plus, by actively looking for small ways to grow, you\u2019ll show her you care about improving.<\/p>\n

3. Negative Feedback<\/h2>\n

Your boss says, \u201cI\u2019d like you to work on [insert whatever it is you need to work on].\u201d<\/em><\/p>\n

You say, \u201cI appreciate that feedback. Can you help me create a plan of attack for addressing this issue head on? Which qualities do you feel are most essential to my growth in this area?\u201d<\/em><\/p>\n

If your boss is coming to you with a specific area or item that needs improving, you want to get as much information as possible. Acknowledge that you understand what he\u2019s saying and why he\u2019s saying it\u2014unless you think the critique is unfounded, in which case you should politely ask for an example to be clear about prioritizing the problem.<\/p>\n

Before the conversation wraps, schedule a follow-up meeting to address the plan and analyze how you\u2019re progressing and improving. Do that and you\u2019ll have successfully turned this into a two-way conversation that probably wouldn\u2019t have occurred if you\u2019d just nodded and replied, \u201cOK.\u201d Being open to your manager\u2019s suggestions without getting defensive is a must.<\/p>\n

4. Generic Feedback<\/h2>\n

Your boss says, \u201cYou meet deadlines, are a natural leader, and you have solid ideas about productivity and time management.\u201d<\/em><\/p>\n

You say \u201cI appreciate that feedback. I\u2019ll certainly take those comments into account. While we\u2019re here though, I was hoping I could also speak to you about [insert item you want to address]. Is there anything I can do to assist with that and take something off your plate?\u201d<\/em><\/p>\n

She\u2019s given you feedback, but it\u2019s limiting and generic. There\u2019s not much you can work with when you receive these types of run-of-the-mill comments, which is why you always need to be prepared. If you don\u2019t have one-on-one time often, view the meeting as a rare opportunity to discuss bigger-picture issues. Make it clear that you\u2019re open to taking on more responsibility and that you\u2019d welcome a chance to make her life easier. Once she starts talking about her needs and goals, you can fill in the blanks with ideas to contribute.<\/p>\n

Brainstorming new responsibilities can also help you transition the discussion toward\u00a0your own goals<\/a> and aspirations. Once the conversation has moved toward ramping up a certain area, you can ask questions such as \u201cWhere do you see me fitting into this initiative within the next year?\u201d to get more concrete details about your growth trajectory.<\/p>\n

Most managers use slightly different criteria to evaluate their teams, but no matter what your boss says in a performance review, you can help determine where the conversation goes by asking specific questions that focus on the how, the why, and the when, ultimately helping you excel in your role.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

By:\u00a0Kaysie Garza Have you ever been given candid feedback from your boss about how your work\u2019s going? As more and more companies place value on the performance review and improved communication, the answer is probably yes. And yet, people\u2014regardless of title\u2014tend to dread this one-on-one conversation. I get it. No one ever really looks forward […]<\/p>\n","protected":false},"author":6,"featured_media":104064,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[64,267],"tags":[85,58,45,103,131,395,96,60,283,38,72],"class_list":["post-6090","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-developement","category-jobseekers","tag-expresssajobs","tag-employment","tag-employment-professionals","tag-express-employment-professionals","tag-express-employment-professionals-south-africa","tag-feedback","tag-job","tag-jobs","tag-performance","tag-recruitment","tag-workplace"],"yoast_head":"\n4 Smart Ways Successful People Respond to Feedback - Expresss Employment Professionals<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/expresspros.co.za\/index.php\/4-smart-ways-successful-people-respond-to-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 Smart Ways Successful People Respond to Feedback - Expresss Employment Professionals\" \/>\n<meta property=\"og:description\" content=\"By:\u00a0Kaysie Garza Have you ever been given candid feedback from your boss about how your work\u2019s going? 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