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Explore our guide on how to respond to negative feedback at work, & learn how to turn criticism into growth opportunities
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No one relishes being on the receiving end of criticism. It can stir up feelings of anxiety, hurt, or defensiveness. Naturally, we all seek primarily positive feedback. However, as daunting as it may be, negative feedback is an integral part of personal and professional growth. Sometimes even more so than positive feedback can be. When handled correctly, negative feedback presents an opportunity to learn, develop, and forge stronger relationships in the workplace.
This comprehensive guide provides insights on how to respond to negative feedback and turn potentially uncomfortable situations into constructive dialogues, with formal feedback examples too. Let's turn the negative feedback into positive feedback specifically for you. Read to learn more.
To better understand how to respond to criticism, we must first comprehend the significance of critical feedback in a professional context.
Feedback, positive or negative, is vital for fostering personal growth and driving organizational success. According to Gallup's data, there's a profound correlation between receiving "meaningful feedback" from your manager and employee engagement. Specifically, employees who affirm that they've received substantial additional feedback in the past week are nearly four times more likely to exhibit higher levels of engagement compared to those who didn't have the same experience.
Feedback helps managers and employees know what they're doing right and what to improve on. Often employees who received negative feedback and, with proper perspective, were able to make it actionable are the ones who succeed.
Feedback should be seen as a tool for learning and improvement, rather than a personal attack.
By responding professionally and constructively to negative feedback, we create an environment that encourages open communication and continuous improvement.
Professional responses to feedback show emotional intelligence and maturity — They can enhance your reputation, strengthen your relationships, and accelerate your career advancement. According to a report by LinkedIn Learning, communication is one of the top 10 skills companies look out for in new hires.
In fact, the rise of hybrid work environments has further amplified the critical importance of human skills like communication, management, teamwork, and leadership.
Whether negative feedback is delivered in person or via email, maintaining professionalism is vital. Here’s a step-by-step guide on how to do so, complete with illustrative examples.
Negative feedback isn’t an accusation. At least it’s not meant to be. So, resist the urge to react defensively or emotionally. Instead, listen attentively without interruption.
Example: If your supervisor identifies a typo in a report you’ve written, rather than rebutting immediately, take a moment to compose yourself and respond, “Thank you for bringing this to my attention. I understand the importance of accuracy in our reports.”
This way, your supervisor will know you can accept corrections, even for something as small as a typo.
If the feedback is ambiguous or unclear, politely ask for specific examples or further explanation to understand it better.
Example: “I appreciate your feedback. Could you please provide an instance where I went wrong or explain further?”
It’ll be weird if you say you understand and make the same mistake again.
If the feedback is valid, acknowledge it and accept responsibility for your actions. This illustrates your willingness to learn and improve.
Example: “I acknowledge that there was a mistake in my report. I accept responsibility for it and will ensure it does not recur.”
Proffer a solution to address the issue or ask for suggestions to improve. This reinforces your commitment to rectifying the situation and growing. People will be more willing to help you or provide resources if you show some initiative.
Example: “I will revise the report to correct these errors. I also plan to create a checklist for future reports to ensure accuracy. Are there any other tips you can give me on this issue?”
When you've addressed the problem and proposed a remedy, don't forget to thank the individual who supplied the input. This simple gesture of thanks shows your appreciation for their opinion and your readiness to use it as an opportunity for growth.
Example: “Thank you for pointing out these errors. Your feedback helps me improve my work performance and avoid such mistakes in the future.”
Take some time after the conversation to reflect on the feedback and your response to it. Use it as a learning experience to identify areas of improvement and develop strategies to enhance your performance.
It’s essential to follow up after the conversation to demonstrate your commitment to improvement. It could be as simple as sending an email to confirm the steps you’ve taken to address the feedback or a message to show your revised work.
Example: “I have revised the report and implemented a checklist for future tasks. I hope this will prevent any similar issues from happening again.”
Be sure to make the necessary changes to your work or behavior based on the feedback you’ve received. Remember, feedback helps you improve, and implementing these changes is a crucial step toward your improvement.
For instance, if the feedback was about a mistake in a report, be extra cautious in your future reports. Always double-check your work before submitting it.
By taking these steps, you show you take your job seriously and are committed to doing better. This also shows your ability to handle negative feedback positively. Remember, how you react to feedback can affect how you get along with others at work and how far you go in your career.
Occasionally, you might find yourself on the receiving end of feedback that seems unjustified or excessive. It can feel like a storm you didn't see coming. However, even in these challenging situations, there are strategies to help you steer the conversation toward a more constructive outcome.
Here’s how to respond to negative feedback — with examples:
Always resist the urge to react immediately. Whatever you say at that moment may be nasty and defensive. Instead, take some time to process the feedback and consider whether it might contain some truth.
Examine the feedback objectively. Is there any merit to the criticism? Are there any aspects you could learn from? If there is some truth, you may have to acknowledge and work on it.
If after self-reflection, you still believe the feedback is unfair, consider seeking a second opinion from a trusted colleague or mentor. They might provide a different perspective or help you identify something you missed.
Example: You can show them the email and say, “ What are your thoughts on this? Are these areas I need to improve on?”
If you still believe the feedback is unjust, express your perspective professionally and without becoming defensive.
Example: “I appreciate your feedback, but I believe there may be some misunderstandings. Here’s my perspective…”
Receiving feedback is one thing, receiving it from your boss is another. Negative feedback from a superior can be particularly challenging due to the power dynamic. However, it’s essential to handle the situation with grace and professionalism.
Here’s how:
Even if the feedback feels harsh or undeserved, allow your boss to finish their thoughts without interruption. This shows respect and willingness to understand their perspective.
Don’t rush to defend yourself or show your point of view. Keep an open mind and absorb their feedback.
Before responding, take some time to reflect on what they said. This brief pause ensures that your response is thoughtful and measured. It's about taking the time to understand the feedback and how it aligns with your perception of your performance.
Acknowledge the feedback, express your understanding of the issue, and provide your perspective if necessary. Remember, it’s not about defending yourself, but about addressing the problem and improving on it.
Example: "I understand your concerns about my performance this past week. There are some external factors that I believe have contributed to the situation, and I would appreciate the opportunity to discuss them with you. However, I take full responsibility and will work on improving."
Demonstrate your commitment to improvement by proposing a plan to address the feedback. The action plan should be concrete and actionable, outlining specific steps you will take to rectify the situation and prevent it from happening again in the future.
Example: “Moving forward, I will implement better time management techniques to ensure that all my tasks are completed efficiently and on time.”
Handling feedback via email can be challenging due to the lack of verbal cues and real-time clarification. And no, you cannot use emojis — well, unless you’re permitted to.
Either way, here’s a guide on how to respond professionally to negative feedback received through email:
The best part of email correspondence is that you don’t have to reply right away. So, avoid rushing your response. Give yourself ample time to understand the feedback and construct a thoughtful response.
A knee-jerk reaction might feel like the right thing to do. However, by avoiding an immediate response, you allow yourself the necessary time to fully comprehend the feedback, understand its implications, and craft a thoughtful and considered response.
Remember, your first reaction may not be your best reaction.
Start your response by expressing appreciation for the feedback. This not only acknowledges the time and effort taken by the person providing the feedback, but it also sets a positive tone for your response. It shows that you are receptive to constructive criticism, which is an important driver of professional development.
Example: “Thank you for taking the time to share your feedback…”
Respond to each point raised, providing your perspective and seeking clarification if needed. Doing so shows that you've taken the time to consider all aspects of the feedback, and it also allows for a clearer understanding of the issues at hand.
Example: “You mentioned my presentation lacked detail. Could you specify the areas you’re referring to? This will help me improve.”
Suggest a solution to rectify the problem or ask for suggestions on how to improve. This demonstrates your dedication to solving the problem as well as your openness to learn and improve. It also starts a conversation on how to make your work better in the future.
Example: “Moving forward, I will try to provide more detail in my presentations. Do you have any specific areas you suggest I focus on?”
Remember, throughout your response, your tone should remain professional. Email doesn't convey tone, emotions, or facial expressions; so it's important to choose your words carefully to avoid any misinterpretation. Avoid defensive or confrontational language, even if the feedback feels unfair or unfounded.
Handling feedback via email can be a tricky exercise, but by following the steps outlined above, you can ensure your response is professional, respectful, and constructive.
Negative feedback is an inevitable part of professional growth. How we respond to it can determine whether it is an obstacle or an opportunity to build stronger professional relationships. By following the steps outlined in this article, you can approach feedback with a professional mindset.
Additionally, there are tools available to make the process of giving and receiving feedback smoother and more effective. One such tool is Assembly.
Assembly is a user-friendly platform designed to help your teams work better together. With features like real-time feedback and performance reviews, Assembly encourages clear communication, while its recognition tools help to highlight achievements - turning what could have been a conversation filled with dread into a constructive, growth-oriented exchange.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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