Feedback is the process in which one person contributes to the other's development based on their own perceptions, whether positive or negative. The more feedback is exchanged between people within a team, the better the individual results will be. Consequently, the better the company's results will be.
However, a common question among people is how to receive feedback, especially constructive feedback. Especially for organizations that use tools that make it possible to comment on the feedback received, special care must be taken when offering a return.
In this material, we discuss a little more about the topic. Keep reading!
Why is feedback good for your development?
Below, we have listed some points that prove the importance of feedback for your development. Take a look!
Guides people on the best path to follow
We usually parallel the feedback with the advantages of a GPS. If we compare the tool with a paper map, both will take you to your destination. However, the GPS brings some route deviations, guiding you on the best way to go: if there is traffic, for example, it will identify and guide you to another route, helping you to get there more easily.
It is the same with feedback. When we design a project, even if we do a great job of planning, some unexpected events can occur. In this sense, feedback will help you to know what can be done to reduce the gaps between planning and execution.
The more feedback you receive from teammates or your leaders, the greater the development. That means you will have more opportunities to develop skills and competencies. Likewise, the more skills and competencies you accumulate, the more you will be prepared to face new challenges and projects.
How to receive feedback?
Next, we brought you some tips so that you can receive feedback more positively. Check it out!
Don't react in the heat of the moment
Never react to feedback in the heat of the moment. It is important to ruminate on the feedback you have received for a while, especially if you are hot-headed. Reacting to anything at work without reflecting on the topic is a sure recipe for making a blunder that you may regret.
Feedback for improvement, even constructive feedback, can send us into a state of stress. It's a biological reaction that Americans call fight or flight: our body senses a threat, releases a hormone called cortisol, pours blood into our limbs, dilates our pupils... in short, it prepares us for battle.
In Crucial Conversations, an absolutely indispensable book for anyone who wants to become more emotionally intelligent, Kerry Patterson says that we feel attacked because we often have our identity (our self-image) called into question.
So if you feel a chill in your stomach or something when you receive feedback, take a breath, think about it for a few hours and if possible "sleep on it". Only comment when you have your head on straight.
Don't get defensive or refute the feedback
An instinctive reaction many of us may have when we receive feedback is to respond to it immediately by refuting its content. Almost never this reaction is positive.
We tend to defend ourselves against incoming feedback. Sometimes they have merit but attack our sense of self (see above). In such cases, we tend to refute the feedback even though we know inside that it is true.
In other cases, we know immediately that the feedback was poorly formulated. It possibly contains a narrow picture of reality. Or it was given by someone we perceive as "unworthy" to give us that feedback (i.e. someone not very proficient in the behavior being observed).
In either case, it is never good to respond to feedback to refute it.
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Think with care
Remember: we can often become like this (on alert, stressed or reactive) because the feedback actually made sense, and threatened our self-image. Don't blame your colleague for identifying some area of improvement in you.
Embrace negative emotions
Whether the feedback is negative or constructive, our first reaction is often to get a little upset about what happened.
For this reason, instead of repressing emotions of anger, pride and anxiety, it is best to let things calm down. To do this, go do something else, distract yourself with your pets (especially if you are working remotely), and other activities that will help you unwind.
Take control of your development
In companies that are continuously investing in the feedback culture, the interest of those offering their insight is genuine. People genuinely want you to develop and care about the projects you are working on.
For this reason, you should ideally focus on opportunities to correct or improve a certain behavior or competence. Consequently, you will work on your development, contributing to the results of your team and the company as a whole.
Close the loop
Precisely because the person who offered the feedback has a genuine goal, return to that person with your learnings. Tell them what your action plan was based on these insights and how this feedback positively impacted your development.
Always keep an open mind
In the same way that a professional identifies characteristics and points of improvement in their tasks, other people may also intend to offer some feedback. Therefore, always be open to receiving more feedback, so that you continuously improve your work and develop constantly.
If you want to know more about how our Feedback platform can help your company, contact us and clear your doubts!