What do you do if your feedback is not well-received?

When your feedback lands with a thud, it can be discouraging. Take a deep breath and resist the urge to get defensive. Instead, focus on how you can turn this into a learning experience. Seek clarification to ensure your message was understood and identify any areas where your delivery might have fallen short. Perhaps a gentler approach or focusing on positive suggestions could have been more effective. Use this as an opportunity to refine your communication skills. Consider taking a communication course or reading up on effective feedback techniques. By investing in your ability to deliver feedback constructively, you'll be better equipped to provide valuable insights that are well-received and lead to positive change in the future.

Another key factor to consider is the relationship dynamic between you and the feedback recipient. Reflect on your past interactions and consider whether there are any underlying issues or tensions that could have contributed to the negative reaction. Building trust and rapport with your team members can make them more open to receiving constructive criticism. It's also important to evaluate your own emotional state when delivering feedback. If you were frustrated, stressed, or upset, it might have unintentionally affected your tone and delivery. Ensure that you're in a calm, composed state of mind before engaging in feedback conversations to prevent your emotions from clouding your message.

Take a moment to reflect on the feedback you provided and how it was delivered. Consider whether there may have been any misunderstandings, misinterpretations, or unintended consequences in your communication. Reflecting on your approach allows you to identify any areas for improvement and adjust your strategy accordingly. Practical tip: Take notes on the feedback exchange, jotting down your observations and thoughts to facilitate a more objective analysis of the situation.

The key elements of giving feedback are: 1) Ask for permission to give feedback; 2) Remind the person of the specific situation you are referring to; 3) Focus your feedback on "I" statements, describing how the person's behavior affected you or how it appeared to you. This helps avoid blame and stay objective by relying on facts; 4) Listen to the person's opinion. If you receive a negative reaction after doing all this, let it go. You did your part, acknowledged the negative experience, and gave the person a chance to explain or adjust their behavior. If they respond negatively, that's on them. You've done your part; let it go as it stands. The person may need time to digest the feedback and can come back to you later.

Before I commence a coaching & mentoring relationship with a new client, we have a dicussion about expectations and commitment. This includes the points that as a coach there will be times when I will challenge their thinking, and that growth can be uncomfortable. This helps lay the foundations for genuinely constructive feedback. It is my responsibility to always provide this sensitively and with positive intent.

Open dialogue is essential for resolving misunderstandings and addressing concerns when feedback is not well-received. Initiate a constructive conversation with the recipient of the feedback, expressing your willingness to listen to their perspective and understand their reactions. Create a safe and non-judgmental space for open communication, encouraging them to share their thoughts, feelings, and any questions they may have. Practical tip: Practice active listening during the dialogue, focusing on understanding the other person's viewpoint without interrupting or rushing to respond, which can help build trust and rapport.

Adjusting your approach based on the recipient's feedback is crucial for improving the effectiveness of future interactions. Take into account any feedback or insights shared by the other person and adapt your communication style, tone, or delivery method accordingly. Flexibility and willingness to accommodate different preferences and communication styles demonstrate your adaptability and commitment to fostering positive relationships. Practical tip: Ask for specific examples or suggestions from the other person on how you can improve your feedback delivery to better meet their needs and preferences.

Though I find face-to-face or even Zoom is always best when possible as tone, for one, is a crucial component of communication. Delivering an aspect of what the recipient was doing well first will help the recipient be open to what is next and feel better about constructive feedback. Keeping your voice upbeat and positive and once again finishing the conversation with what is going well and what they are doing right. This helps the recipient digest the feedback without the feeling of defensiveness.

Provide clarity and additional context if the feedback was not well-received due to misunderstandings or ambiguity. Clarify the intentions behind your feedback, the specific observations or concerns you were addressing, and the desired outcomes or goals. Clear and transparent communication helps to alleviate confusion and facilitate a more constructive dialogue focused on problem-solving and improvement. Practical tip: Use concrete examples or illustrations to illustrate your points and provide context, making it easier for the other person to understand your perspective and intentions.

Reaffirming the goals and objectives behind the feedback can help realign the conversation and refocus on shared objectives. Remind the other person of the broader context and purpose of the feedback, emphasizing your mutual commitment to their growth, development, and success. Reiterating the positive intentions behind the feedback reinforces trust and collaboration, encouraging the other person to engage more openly and receptively. Practical tip: Emphasize the benefits and opportunities for growth that come from receiving and acting on constructive feedback, highlighting the value it brings to their personal and professional development.

Following up after the initial feedback exchange demonstrates your commitment to ongoing communication and improvement. Check in with the other person to see how they are feeling and if there have been any changes or progress since your last conversation. Express your continued support and willingness to address any remaining concerns or questions they may have. Follow-up conversations provide an opportunity to reinforce the positive aspects of the feedback exchange and build momentum towards resolution and improvement. Practical tip: Schedule a follow-up meeting or conversation to review progress, address any lingering issues, and ensure that both parties are on the same page moving forward.

Why are feedbacks sometimes not well received? In my experience, it's often due to misunderstandings or when the feedback comes across as pointing out mistakes or the person on the receiving end is trouble ! I believe in open, reflective conversations using EQ to understand and help find a proper solution ! Rest all is covered in the article clearly ! How do you approach feedback?

If your feedback is not well-received, it's important to remain calm and avoid becoming defensive. Take a moment to understand why the feedback might have been rejected negatively. Reflect on whether your message was clear, empathetic, and constructive. Consider if there were any misunderstandings or if the timing was inappropriate. Approach the situation with an open mind and a willingness to listen to the other person's perspective. Adjust your approach if necessary and offer to discuss the feedback further to find a mutually beneficial solution. Maintaining professionalism and a willingness to improve communication can help navigate such situations effectively.

Set the tone by verbalizing that you appreciate taking the time to discuss the successes of the project/task, as well as areas for improvement. Frame your feedback on specific components of the project /task that need improvement based on the outcome. Be sure to first highlight the successes. If your feedback isn’t well received, take the time to go through the details of the project and emphasize the resources that are available to help manage the project. Show your empathy for what may have contributed to challenges with the project/task. Active listening and wanting to understand their perspective /feedback is key for continued dialogue. Suggest meeting back in a few days to discuss the project, future tasks, & answer any questions.