As much as we might try to accept our annual performance review rationally, it’s hard to deny the emotional component. Here are strategies to help you handle criticism constructive.

1. 6
PROFESSIONAL GROWTH
STRATEGIES
TO GET
THE MOST OUT
OF FEEDBACK

2. PROFESSIONAL GROWTH
What can supervisors do to improve the
evaluation process and make their
employees more receptive to feedback?
Create a supportive climate at work that values
descriptions over judgements, problem
orientation over control, spontaneity
over strategy, equality over superiority, and
flexibility over certainty.

3. And what can the person being
evaluated do? After all, who among us
truly accepts criticism well?
Listen, and take time to digest
what you are told. Defensiveness may
be an automatic reaction, but there
are techniques to help you become
more receptive.
PROFESSIONAL GROWTH

4. Performance is important,
but it doesn't define your
value as a person.
Separate yourself from
your performance
1
PROFESSIONAL GROWTH

5. Don't take the criticisms as
personal attacks or judgements.
Assume that your evaluator
wants to help you.
Assume that your
evaluator means well
2
PROFESSIONAL GROWTH

6. Look at feedback as an
opportunity to improve, and
think of ways to put the
suggestions into practice.
Focus on the future
3
PROFESSIONAL GROWTH

7. Self-awareness means
identifying your emotional
tendencies and tics, such as
overdramatizing.
Recognize your
own biases
PROFESSIONAL GROWTH
4

8. Some criticisms may be unfair
or out of line. You may ask your
supervisor to be specific, to
explain what the assessment is
based on and to refer to
others’ opinions, too.
Ask for the basis
of the feedback
5
PROFESSIONAL GROWTH

9. If you feel strong emotions
brewing, ask for time
to reflect on the feedback
before responding.
Ask for time to
digest the feedback
6
PROFESSIONAL GROWTH

10. For more information, see
“Receiving Feedback” by IESE’s
Alberto Ribera, Rubén Elghanayan
and Sheila Gallego.
Visit ieseinsight.com

11. LEARN MORE
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