Empowering HR within the Workforce by Manya Shukla

Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth

This show is titled

‘’How to receive a constructive feedback”

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Sources:
https://www.indeed.com/career-advice/career-development/how-to-take-constructive-criticism
https://asana.com/resources/constructive-criticism
https://www.betterup.com/blog/how-to-give-and-receive-constructive-criticism-at-work


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Episode Transcript

Speaker 1 (00:42):
Good evening everyone, Welcome to the New Heights Show on Education.
My name is Manya Shukla and you are with me
on another episode of Empowering HR within the Workforce, your
go to podcast for the ever evolving word of HR.
This podcast is the way of sharing insights on building

(01:03):
a more effective and efficient workforce while also focusing on
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
how to give a constructive feedback. If you missed it,

(01:24):
be sure to check it out now. In our previous episode,
we talked about how to give a constructive criticism or
how to give a constructive feedback. So in this episode,
let's talk about how to receive a constructive feedback. And

(01:47):
as I have mentioned all the links of the website
from which I took help for this episode. So without
any further delay, let's let's see what are the tips.
So Number one, prepare yourself to take constructive criticism. So
while there are chances that you may not know when

(02:11):
you will be receiving the criticism or feedback, but there
are good chances that at work you might get to
know before u before like your boss may have scheduled
a performance review session or a feedback session in advance.
So in that in that situation, just prepare yourself that

(02:33):
just just make up your mind. And even in your
personal life, when you when when you realize that someone
or when you when you just get to know that, okay,
someone is going to give you a feedback on your work,
just just prepare your mind to receive it. Uh. And

(02:54):
at that time, UH, do not do not argue. Like
remember that constructive feedback is not uh is not to
attack you. Uh, it is it is given for your improvement.
The second is listen to the criticism, so as you

(03:15):
are in the receiving end, so UH and listening. As
I have mentioned in my previous podcasts episode also that
listening is the foundation of the one of the foundations
of a for an effective communication. So listening to the
feedback and to understand and to understand and not to

(03:39):
not to argue or to respond like some sometimes people
just interrupt the other person in between the lose patients
and that they just they just try to try to
clify their point in between. Don't do this. This is
not going to help you and this is not going
to give you any good results. The only thing that
you can do to make your make make your feedback

(04:04):
session UH productive one is to listen, be ready to receive,
be ready to understand what that person is saying without
any without thinking that no, I'm like, I'm right, or
just just try to understand. Just listen to that person
with a with open mind and just if even if

(04:26):
you even at that point, even if you do not agree,
just just take a deep breath and don't argue or
don't respond immediately because uh, at this situation, if you
respond without thinking, the situation may get worse. So pay
pay close attention to details and don't allow yourself to

(04:50):
put any negative reaction to interfere with the conversation. The
third one is at workplace, and this especially for the
workplace is connect feedback to your role. So, now if
at workplace, someone is giving you a feedback and they

(05:14):
are pointing some uh some mistakes that you have done,
so just take it as that they are they are
trying to they are trying to make your role more effective,
and that feedback is on your role. That feedback is
not on you or on your personality. And again just

(05:34):
just remember that feedback is for the improvement. It is
not to attack you, it is not to make you
feel make you feel any low. So just connect to
your connect feedback to your to your role, and just
remember that feedback at work is just to improve your

(05:56):
job and it is not on you. The fourth one
is maintain a good posture and visuals now maintaining a
good posture and avoid behaviors that indicate defeat or anger.
Avoid crossed arms, attempt to keep your behavior during interaction

(06:16):
as natural as possible, and maintain a professional tone. Allow
to make the conversation more productive and at the end
this thing will leave a positive impression on a person,
which is giving you a constructive criticism. The fifth one

(06:38):
is that ask, question and take action. So a feedback
is effective when you are ready to work on it.
So if you have any questions, if you need any clarification,
just ask. During the end of the conversation or when
a person has finished their part or their life that okay,

(07:01):
do you have any questions? So just ask if you
have any questions, just ask for their clarifications. Just even
you can ask for their suggestions also, So just just
ask to get a clear picture of what the person is,
what the person is expecting from you and what the
person is trying to suggest to make your work more

(07:22):
more efficient. And then yes, make sure to take actions.
Make sure to build your own UH, build your own
performance chart, make sure to to match the milestones, and
just work on your uh. Just work on on all
the feedback that you have received. So UH. This was

(07:46):
all about the tips that we that we can use
to receive the UH to receive the constructive feedback. Now,
before we move further, let's take a quick break. Feel
back soon.

Speaker 2 (08:00):
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(08:23):
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(08:44):
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Speaker 1 (08:53):
Org Welcome back listeners. So now let's see what are
some best practices for the UH two to make an
to make a good environment where we can receive criticism

(09:16):
at workplace. So number one is establish a culture of
constructive feedback. Make an environment where constructive feedback is welcomed
and valued. And UH, don't don't forget to tell your
employees that UH, or or your peers or that these

(09:41):
feedbacks are essential for thriving. These feedbacks are essential for
growth and normalized feedback. UH and like make make make
your feedback as a routine. Don't make it as like
it's a it's a big it's a big issue, and
and just normalize the feedback, Emphasize on growth and encourage

(10:05):
peer to peer feedback. So when when your co worker
is giving you any feedback or any or any suggestions,
just encourage it. The second is training for effective feedback delivery.
So give trainings on communication skills, gift trainings on active listening,

(10:28):
gift training on emotional intelligence like helping a team member
or managing emotions during during feedback sessions and focusing on
behavior UH. So train your train like train your staff
employees a co worker to take actions when when the

(10:52):
feedback is given and make sure that they work on it,
give them suggestions, help them and provide them all the
resources that can make it that can that can make
them efficient in their role. And the last one, but
it is the most important one, is setting a clear expectation.

(11:13):
So there should be no doubt about the role and
there should be no doubt about the kind of work
that you want to UH that that your boss or
your UH or your senior ones is expecting from you.

(11:33):
There should be UH that there should be a clear expectation.
And it's like setting the rules before before the game starts.
So just define what are the measurable Just just define
like what are the measurable goals? How you can how
you can measure the performance in the next feedback, what

(11:55):
is the criteria and how you are going going to
UH benchmark or how you are going to review their
performance in the next feedback or the coming feedback. And
if you are giving them any any project, make sure
to like if sorry, if your boss is giving you

(12:16):
any project, just make sure to ask more clarity or
you should be like you should be one hundred percent
thorough on what your what your senior is expecting from you.
So just set a clear expectation. And again training is
efficient and workplace culture should be should be should be

(12:42):
more of receiving a constructive criticism it. It should not
be off like defending yourself or thinking about no I'm
right or any kind of UH and and any kind
of behavior issues which are not good for UH for

(13:04):
a personal or professional growth. So make a company, make
a company culture more feedback friendly. So that's all for
today's episode. I hope you liked it and it helped
you UH in some in some manner. Thank you so

(13:24):
much for tuning in, and have a good, great weekend.

(14:03):
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