Constructive feedback

How to handle it • 3 min read

#PsychFact

A 2015 survey carried out by Harvard Business Review showed that while 57% of participants preferred corrective feedback; only 43% preferred praise/recognition.

When asked what was most helpful in their careers, 92% of the respondents agreed with the notion that negative (redirecting) feedback, if delivered appropriately, is highly effective at improving performance.

Introduction

Most of us hate the feeling of being criticised. It never feels nice. It can make us feel defensive, angry, and self-conscious, negatively impacting our performance.

However, it can often be a vital tool for progression in the workplace.

This week, we’ll look at how constructive criticism can help us to grow and develop in our roles.

Taking it on the chin

Many of us struggle with receiving negative feedback, even when it’s on point. It’s a feeling felt by many, that moment when you hear something less than positive about your performance. You might feel yourself going a bit red while your mind races to defend your position, scrambling around in your head for some excuse, looking for a comeback to rationalise whatever’s being questioned.

However, constructive criticism can be a key motivator in our performance. It encourages us to reflect and monitor our performance more closely, while helping us to focus on the important changes we need to make to consistently develop professionally.

Listen and ask questions

Be an active listener and ask for specifics: It’s all about getting specific and honed “data” to glean the most useful facts to help us improve.

Try avoiding open-ended questions that will result in “yes” or “no” answers, or just won’t leave you much to build on, like, “Do you have any feedback for me?”

This usually puts the other person on the spot, and they could just say “no” for an easy life, especially if they’re scurrying around doing a million other things.

Try asking things like, “What’s the one area I can improve on?” or, more specifically, “What’s one thing I could have done better with that presentation?”

This gives a clear sense that you’re looking for specific direction and guidance.

Key takeaways

It’s simple, we don’t like a mirror being held up that highlights our flaws. And when we feel personally attacked, the natural reaction is to defend, or perhaps go on the attack.
Although it may be harsh on the ears, it does, however, help us to grow, encouraging us to reflect on our shortcomings, while observing our progress and the aspects we need to build upon.
Try to extract specific data from feedback. You can do this by avoiding questions that result in “yes” or “no” answers, and by asking “how” or “what” questions, e.g., “How do you think that presentation went?”

Think big, act small

How do you think you can make the best out of constructive criticism?

Why not go to your manager after a presentation (even an obviously successful one) and ask some pointed questions, e.g. “Where do you think I could improve?”

This will give you rounded advice to help you onto the road of growth and development.

Content sources

Forbes, 2019, Andy Molinsky, ‘Five Essential Tips for Handling Constructive Criticism’
Harvard Business Review, 2015, Carolyn O’Hara, ‘How to Get the Feedback You Need’
Harvard Business Review, 2018, Tasha Eurich, ‘The Right Way to Respond to Negative Feedback’
Muse, The, 2012, ‘Taking Constructive Criticism Like a Champ’
Psychology Today, 2014, Lissa Rankin, ‘10 Tips for Receiving Criticism with Grace’
Psychology Today, 2021, Ellen Hendriksen, ‘How to Take Criticism Gracefully’