To motivate the team, people must be held accountable for what isn’t working if they are responsible for the problem.
Any feedback we receive should be beneficial, even if not all feedback is positive. We often experience negative feedback and you should accept it, even though it is sometimes very difficult. This is especially true if the company you work for is in the middle of downsizing and restructuring.
Nonetheless, the superior giving you negative feedback knows you need to hear it. Otherwise, things would end up much worse for you and for the whole team. Your superior has a responsibility to make you aware of the issue. That’s the only way the end result might be a change for the better. This reminder comes from addicted2success.com.
Focus on how you can support others better
- Be detached: It’s not personal, so put emotions aside. An evaluation is usually based on job performance and also partly on objective data. It has nothing to do with who you are as a person. So focus on what you learn about the results of your work.
- Look at the data: Your performance should be described in specific and actionable terms. Listen and take notes. Don’t respond too quickly: that is what people do when they are acting defensively. Listen to the other person's observations so that you can grasp where improvement is needed.
- Form a clear picture: After the conversation, review your notes and reflect on what you have heard. Think about how the improvements might look. Focus on the image of the situation already being in order. Only then plan actionable steps that will take you there.
-jk-