Performance reviews can be tricky things – especially if they aren’t all rainbows and sunshine. And, if we’re being honest with ourselves, the most effective performance reviews are going to be those ones in which a manager is able to honestly express areas in which their employee could improve.
In a recent Forbes article, they bring an important reality to light: we most often overestimate our abilities. As a result, the things we need to hear – areas where we might need to improve – can often come as a shock. When we feel blindsided, we naturally have a difficult time digesting the information in a constructive way.
First, let’s discuss how we should respond when we receive negative feedback. Then we’ll get into how Thrive can help us cut through the noise to make this type of feedback not only easier to handle, but perhaps some of the most important feedback we will ever receive. Note: I’ve borrowed these tips from the above cited Forbes article, because I really appreciated the insights they had to offer, and wanted to share with all our readers.
An obvious, but sometimes difficult, bit of advice is to have the courage to face negative feedback. As a coping mechanism, our brains are pretty adept at pushing negative feedback out of our thoughts. However, it’s important that we have the courage to really take the time to analyze this type of feedback, so that we can develop action plans to address them.
Another tough one is choosing where to invest your time and energy. Not all negative feedback is created equal. Maybe someone just doesn’t like us, but they don’t provide specific reasons. Ruminating on this type of feedback is not productive, and will likely just create a cycle of resentment and disappointment.
As you digest negative feedback, remind yourself that everyone needs to make changes now and then. You aren’t the first person to make a mistake, and you aren’t the only person that needs to reevaluate certain aspects of your personality or your actions. Put simply – you aren’t alone!
Lastly, and most importantly, keep asking for feedback. The more regularly you receive feedback, the better you’ll handle it. And, before you know it, you’ll start to hear about all the improvements you’re making, reinforcing that all the hard work has been worthwhile.
Thrive offers 2 big advantages that can increase and improve the amount of feedback we are able to receive and take action on.
Thrive includes everyone: Thrive is the perfect platform to gather feedback from all over – managers, co-workers, customers, and so on. It’s light weight, anonymous, and unobtrusive. This means you can get lots of feedback, from every stakeholder in your professional life. And, because Thrive delivers that feedback to you, as opposed to taking place during a meeting, you have the time to revisit it as much as needed to further your understanding of why certain people may feel the way they do about your performance.
Thrive doesn’t have to “end”: As we mentioned above, never stop asking for feedback. A Thrive Program can be set up that reaches out to you stakeholders on a regular basis to gather their thoughts on how you’ve been improving, ask them for suggestions, and so on. It’s not complicated, but when everyone is busy, each opportunity to gather feedback is extremely valuable, and you should take advantage of it each and every possible chance you get.
Thanks for reading, and please reach out to learn more about how Thrive can help improve your organization’s performance reviews, or just the overall way your people share ongoing feedback.
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