ORLANDO, Fla. (Ivanhoe Newswire) — Imagine someone punching a wall, accusing the boss of lying, or crying so uncontrollably they had to reschedule the meeting? Executive coach Tasha Eurich says these are some of the most memorable responses to negative feedback she has ever seen.
There are over 125 million full-time employees in the United States. But how many receive annual performance reviews?
Performance reviews go hand-in-hand with constructive criticism and it’s absolutely essential that as an employee, you take this feedback the right way. First, you need to de-personalize it. Feedback is the first step to growth. Your immediate reaction will be to defend yourself. But it’s better to listen with open ears and stop fighting the facts. Be sure to focus only on yourself and your actions. Do not compare yourself to anyone else. It can also help to reframe the situation. Instead of looking at it in a negative light, think of it as a way to push yourself towards better results and higher learning. Be sure to thank the person for sharing their feedback. Ask them questions to better understand it. Finally, take time to process the information. We’re talking days or even weeks. This will give you time to gain a different perspective. If need be, request a follow up meeting on how to change your performance in the coming year.
One survey showed 15 percent of millennials cried during performance reviews. You should always resist the temptation to show your frustration. Crying or lashing out could cause the end of your career. You may be labeled as having a bad attitude or being oversensitive.
Contributors to this news report include: Gabriella Battistiol, Producer; Angela Clooney, Videographer and Editor.
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