If you’re like most people, the idea of an evaluation from a supervisor isn’t the most appealing activity. No one is thrilled to be told what they’re doing wrong, but if you don’t know, how will you ever improve? Those who strive for success and professionalism in their careers are open to criticism. When you do everything you can to be a reliable and high-performing employee, it follows that you believe you’re doing everything the best way possible. But sometimes it’s easy to be blind to our own
shortcomings. That’s why it’s necessary for our managers to evaluate our performance and provide constructive criticism.
When receiving criticism, it’s important to be aware of the levels of normal human reaction. On the most basic level is instinct, a gut reaction that takes no effort on our part. Emotion is a step above that, with rational thought and reason residing at the highest level. Always stop your first reaction and stay calm; avoid emotional reactions. Maintain open body posture and try to avoid negative facial expressions. Your first instinct might be to get upset, but if you remember that the whole purpose of constructive criticism is to benefit you and help you improve, it will help you stay calm. None of us are perfect and there is always room for improvement.
Before you react to criticism, always let the reviewing party finish their complete thought without interruption. That will give you time to think and not act impulsively or emotionally; emotions distort the truth and cloud our judgment. Ask for clarifying questions and, if needed, help finding solutions to the issues.
Don’t take constructive criticism personally. Avoid resentment, defensiveness, or retaliation. There are ways to tell if criticism is constructive or destructive.
- Who is providing the criticism? Is it a coworker or a supervisor?
- Is the criticism emotional or sincere? Just like it’s best to avoid emotional responses to criticism, it’s important that the reviewer also avoids personal attacks or negative emotions
- Was the criticism in a private one-on-one setting or in front of a group?
It’s ok to get a second opinion. Others are not necessarily correct. If you sincerely believe you have been unduly criticized, ask someone else. Just make sure you stop and reflect on the issue before reacting.
Learning and self-improvement are lifelong endeavors. Everyone wants employees in an organization to perform at the highest level they can. MK is committed to helping everyone become top performers.