Performance improvement and assessment is an on-going process between employee and manager in which the information is exchanged concerning the performance expected and performance exhibited. A constructive performance can praise good performance and even correct bad performance. The proper attitude towards performance review feedback leads to the improvement of the overall outcome of the work, personal attitude, and builds a team member the organization need.
Constructive feedback is precise and focuses on the behavior, not the person. It is given in order to help the employee not to hurt him. Criticism, even in its most constructive form can put humans on the defense. It is a gut reaction but it’s not necessarily the professional one, hence it requires a graceful attitude to accept the performance review and improve yourself.
We know that it is not easy to accept and respond to the difficult feedback regarding your work performance in the company and it’s even more difficult to control the stress to overcome you. So, it is essential to control your response enough.
Stages to improving the performance feedback acceptance
Here are some steps to keep in mind while you receive feedback on performance in your job:
Assume the positive intent of the performance review
Whenever you receive feedback from your team or manager, you should presume that advice which they are giving are in the best interest of your organization and so in turn, your own.
You should never put a defense wall on receiving any feedback as you know these people who are giving you advice are genuinely identifying the way to make your work best. Always think of it this way, if you were a lost cause would anyone even help you or boost your efforts. When you receive constructive feedback, the provider likely sees your potential and hopes to increase/excel the results of your entire team.
Attentively listen to what the reviewers are saying
Actively listening doesn’t mean that you silently debating with the provider in the mind and distracted from the points they are giving you and wondering why they had the audacity to come to you in the first place.
Actively listening includes that you are not distracted, make eye contact with the provider, make key points, and ask helpful questions knowing that it would only help you in your work and proving that you will become the best coworker or employee of their company.
Process before reacting
Some criticisms are very difficult to be sort than others. So, try to objectively listen to the provider before making any comment, rolling your eyes, arguing, or making face.
If required then remove yourself entirely from the scene and think that these same things were said about a coworker. This will allow you to focus on the specific work trait the person critiquing you is addressing and not your flaws as a human being. Even there chances when you listen to this same criticism about any other person you will not think that it is harsh.
Your whole is greater than the sum of your parts
Enchant in your mind that you are not mistakes you make. This will make you feel motivated and will make you ready to listen to any criticism made by the provider and you will gracefully accept it.
Criticism shouldn’t feel like that it is being targeted on your whole being as a person. You are the person with soul and mind you should know that the piece of criticism only addresses one small trait which you possess.
Seek to understand
Ask questions like direction provided if you aren’t quite sure what is being addressed. Asking questions for your self-being is not the same as debating, so feel free to ask for specific scenarios.
When a supervisor reviews your performance than him questions to improve other things. They will surely be impressed that you took the criticism like a pro.
Take the initiative to implement the changes
Now you have listened to every single one of criticism and appreciation then it’s the time to apply the said changes to your work. Try the feedbacks in your projects and task and see what happens. Whether there is any change in your performance or not. After a while, you can even ask the same people and try to see what they are saying about your work now, as you are implementing the feedback.
