How To Turn Difference Into Progress Ladder, Win Back Respect And Take Time?

No one likes negative feedback.

No matter how much oral criticism they say they are willing to accept, they will still hurt people.

But at this time of year, when everyone is determined to improve himself, or when he is likely to accept performance appraisal, we are more likely to encounter negative feedback.

We should not take negative feedback as an excuse for overeating or taking "shopping therapy", but as an opportunity for change.

In the face of negative feedback, the ultimate goal is not only to change one's behavior, nor to change the relationship with others, but to change the attitude of colleagues towards themselves.

Winning back to respect takes time, so prepare for a protracted war.

Sometimes, you have to take out your spare time, or even change your original position to get things back on track.

George Blatter said: "no one likes negative feedback.

They will make a bad impression on the people who provide feedback, and exclude the others and their opinions.

George Blatter is an executive coach and also has a new Leader (First-Time).

He thinks feedback is crucial to personal improvement.

The environment that receives negative feedback determines our way of reacting.

When people hear negative feedback in their one to one performance evaluation with their superiors, they react quite differently from those who heard the consultant's 360 degree performance evaluation.

To turn negative feedback into positive measures, the first step is to listen carefully and understand what the other person is saying.

Find out the truth from criticism.

Put forward follow-up questions, explore specific cases in depth, and ensure that they fully understand the various scenarios of problems.

Next, consider the following three ways to see if there are any suitable ones.

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Sometimes, after hearing negative feedback and introspection, you will realize that you are not working efficiently or you are not doing your best.

The solution to this problem is to make up our mind to improve our performance and make certain achievements.

After the problem is solved, ask the critics' opinions with open mind.

"We sometimes get negative feedback from customers or employees," said Gaye Gaddis, CEO and founder of T3, Austen digital marketing company in Dezhou.

My response is to face it directly.

But you first have to accept setbacks and don't try to argue with each other.

You know, actions speak more persuasive than words. "

Hear

After that, Gaddis will "redouble his efforts" and give the best performance in the next project.

You have to convince the prick that you have made a change, or they have made a mistake from the beginning.

A client of New York executive coach Michel Friedman has received negative feedback.

She was shocked by the negative feedback she received from her 360 degree performance appraisal, which accused her of being very harsh at the end of the deadline and putting great pressure on her colleagues.

The client never seriously considered her strengths and weaknesses, so she was caught off guard by such feedback.

Friedman suggested that she be kind; after all, all the people who took part in the assessment were assigned by herself, and they also spent time, energy and thinking in the evaluation process.

Friedman recalls: "she turned the assessment into an opportunity to say to her critics:" thank you for taking the time to fill out the questionnaire and give your opinion.

I have seriously considered what you said, and I hope to have a talk with you to see how we can improve our cooperation. "

The executive understands the feedback, because she realizes that what others call her weakness is actually her "excessive strength".

The reason is that the executive will become very strong when facing the deadline pressure.

If a colleague fails to complete the tasks she assigns, such as a client meeting or a project, she becomes extremely harsh.

She explained to her colleagues their way of work and expressed their commitment to do well in their work.