Receiving the gift of feedback

It’s easy to feel overwhelmed when you get a whole lot of feedback at one shot. And that’s what happens during a performance cycle. You get whammed with constructive criticism all coming your way. The comments sometimes are based on a context or situation and it’s tough to feel ‘sane’ when you read most of them. It’s also tough to say – yeah, that’s absolutely correct – I am hopeless!

So what can one do?

Here’s what I did when I got particularly scathing feedback.

1. Let it sink in – but not for too long

2. Allow yourself some sympathy

3. Relook at some of your strengths to feel assured

4. Take the comments and categorise them or group the ones that go together

5. At this point pause

6. When you relook at the grouped items, do you see a pattern. Great! Here begins the fun part.

7. Move them into competencies or broad areas and make the comments positive actions you can take

8. Crystallise the 30 odd comments (in my case) into 3 areas and probably 5 actions (simple, conscious moves)

9. Feel liberated. If you want to share your plan with your manager on what you would prioritise and take forward.

10. Action them and show that you are acting on them.

A few days later you may even feel wonderful because of having recieved the feedback! 🙂

Picture courtesy: http://www.peoplematters.in

10 thoughts on “Receiving the gift of feedback

  1. Nice and crisp. Person receiving feedback will get the gist…probably the actions they need to take can be put into a “Scorecard” format. Nice one, made a lot of sense.
    As an add-on, I would also put this right at the bottom…
    NB: Therefore the onus is also on the person providing the feedback to provide it “Spot-on”. Take it seriously, it really helps your troops!

    Like

  2. Very well written. As you said, when they receive feedback, many people get caught between ‘Oh! Why did I ask this guy?’ and ‘I am hopeless’. This process should definitely help those.

    Like

  3. Well it’s true and I agree. I have a different way of delivering feed back without making them feel bad. I would use situational analysis and tell them how I would react to them, thus making them feel normal and human to make mistakes. This is my way of dealing with people without being blunt but at the same time having an effective communication.
    I have found this very functional and at the same time result oriented.

    Like

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