What do you do if your superiors criticize your work?

Criticism has nothing to do with being positive or constructive, if it has to be constructive then it should be the critical analysis,.which provides the feedback and not mere criticism. If my boss has to criticize me for my work then it is purely to highlight the negative part of it. That has to be dealt with patience, understand the gravity of the issue and then respond and not react. A simple key to harmony. This should be the case when he is normally justified in his approach but if it's vice versa then reacting to it could be the way out to establish my credibility in the system. A very practical approach. Well it's my point of view many may differ

Feedback especially constructive criticism is to be taken seriously and not personally. The question you want to ask is, has my boss provided me with opportunities to improve along side the constructive criticism? If yes then take the criticism and work on what needs to be worked on. If no, then you want to find out what the motive for the criticism is.

I would add that when faced with criticism from superiors, adopt a proactive approach to address the feedback positively. -Listen attentively to their concerns and seek clarification if needed. 📌For instance, if your supervisor critiques your presentation skills, ask for specific examples to understand their perspective better. Take ownership of areas needing improvement and develop an action plan to enhance your performance. Also, enroll in public speaking classes or practice with a mentor.

If your superiors criticize your work, it's essential to respond professionally and use the feedback as an opportunity for growth. Here's how you can approach the situation: Stay Calm and Listen: Avoid becoming defensive or emotional. Listen actively, understand their perspective, and ask clarifying questions if needed. This shows maturity and a willingness to learn. Reflect on the Feedback: Take time to reflect objectively on the criticism. Separate valid points from potential misunderstandings or biases. Identify areas where you can improve. Acknowledge and Take Responsibility: If the criticism is valid, acknowledge your shortcomings or mistakes. Take responsibility and express your commitment to addressing the issues raised.

If your superior criticise your work, stay calm and listen to it initially and try if anything can be implemented only if it’s a viable or practical opinion. Else sometimes senior criticise your work if they feel intimidated or jealous being less experience or would like to put you down to make himself look great!

It is really important to try to clarify, and also ask for a constructive perspective from all the other parties that might have noticed the situation. It's also important to avoid taking it personally, and request advice on how the other party thinks it would be good to continue. A feedback without any forward looking advice is only half way done. The advice may be direct or in the form of coaching to support finding the new direction/approach.

It is very important to pay attention to every feedback to analyze it wisely. Ask yourself if you can improve your work and make it better. Look the situation on the bright side and don’t make it personally.

Yes, staying calm, listening without scripting a response, reflection, and acknowledgment are all key steps before taking action. Whether confronted with criticism by superiors, peers, or direct reports you should appreciate the opportunity they bestowed you to continue to grow and learn. We should also keep in mind that we will not be the first to receive criticism and we won't be the last, so we should take it in stride and look at it as an opportunity to "show up" differently next time.

It is important to look at it from the lens of lifelong learning. We are always adapting and increasing our expertise. Knowing that this is about a project or work, and not a personal reflection, helps keep your perspective on learning and not personalizing the comments.

Receive the criticism gracefully without being defensive, and ask thoughtful clarifying questions on how to improve as you identify and request the specific support you think you'd need from your superiors in order to keep growing. Remain teachable!

Be calm. Be open minded. Take it positively. Be honest to yourself and reflect if he/she is right or not. Learn and grow. Engage a mentor.

In many instances, individuals aren't accustomed to providing structured feedback. I once came across a valuable insight that framed feedback as a gift, emphasizing its neutrality. It's the receiver who assigns meaning to the feedback they receive. Personally, my instinctive reaction tends to lean towards defensiveness, a reflex that often kicks in automatically. However, I've discovered that cultivating emotional intelligence (EI) enables me to pause and approach feedback with an open mind, fostering a more receptive attitude.

First is to listen well to understand what they are saying. Ask questions to gain insight. Knowing this is on a professional level, not a personal level. Make sure your review their findings, see if this is warranted or not.

Criticism is rooted in something, if it is rooted in the truth, it will resonate with your own inner perception and then you need to seriously work on this aspect of your life because internal dishonesty and denial will also affect other people such as your loved ones If the criticism is not rooted in the truth, ignore it, but learn something about the source.

En plus d'écouter activement, exprimer de l'empathie envers votre supérieur est essentiel lors de la réception de critiques. Essayez de comprendre leur point de vue et les raisons pour lesquelles ils peuvent percevoir le travail d'une certaine manière. Cela vous permet de voir la situation sous différents angles et d'apprécier les perspectives différentes. En cultivant l'empathie, vous montrez à votre supérieur que vous valorisez son opinion et que vous êtes disposé à collaborer pour améliorer votre performance. Cela renforce également la relation de travail en créant un climat de confiance et de respect mutuel.

Listen to the feedback, ask for clarification if needed, reflect on the criticism, and work on improving the areas pointed out by your superiors.

Totally agree to the reflection mentioned. Mostly we listen to respond or to give answer. Downside is that we often miss the message and get into the feelings by missing facts. As a team member I always propose to provide powerful listening to seniors and focus on the message that is being communicated. If we keep a habit of internalising the issues it will more often will lead to outcomes instead of externalising it where we loose the power to impact the issue.

Listen to understand rather than listen to respond. A lot of a message can be lost when we start thinking of how to explain why we failed to meet expectations while feedback is being given.

Emotional intelligence involves being aware of our feelings and reactions and managing them in the moment so that we can listen closely to what is being said. This is an excellent time to listen, with the goal of understanding where they're coming from and how they're seeing things. Handled well, it's an opportunity to strengthen the relationship and grow our skills and awareness.

Around one percent of the population is psychopathic, and 3% sociopathic. Most of the rest usually mean well even though they might say it clumsily. Try and stay calm and look underneath the words to find what the person really means. It’s often easier to be outraged than to face uncomfortable truth.

Personally, I truly believe nobody likes to be criticised, especially when the criticism is delivered in the wrong way: destructive instead of constructive. After receiving the criticism, take time to reflect and look for facts and evidence, and I clarify the effect of that critisim on me and on others, and I look for what needs to change of continue: "EEC" is what I use to receive and deliver feedback - Evidence - Effect - Change or Continue. If none of those is present, then the criticism is not valid and it is not about a specific behavior it is an opinion therefore voided 😉.

Chew the meat and spit out the bones! Take an honest assessment of the feedback/criticism. The first question you should ask yourself is, "Is it true?" If the answer is yes, everything else (timing, delivery, the messenger) no longer matters. Take the feedback and change because it will make you better. If the feedback is not true, choose to move on. Unless it's impacting your job security, a false opinion has very little bearing on your real life.

1. Set aside ego: Put personal feelings or pride aside. 2. Listen impartially: Hear without bias or preconceptions. 3. Evaluate the viewpoints: Assess different perspectives objectively. 4. Either accept them or present your perspective with data-backed questions: Choose to agree or offer your viewpoint supported by evidence.

Say thanks to the person who gave you feedback. Now this is the time to sit and evalute yourself to see the areas to work and make sure integrity is always at top

Don’t take it personally. It is not a judgment of your dedication, passion, skills, or potential. After receiving the feedback, repeat back what you heard to clear up any misconceptions. This shows that you have been listening carefully. If there is any confusion, ask for recommendations or examples of what went wrong and what should happen instead.

Feedback is truly a gift; it allows us to see things from a different perspective and decide what this means for us. It could open up what had been a blind spot for us and allow us to be more conscious of this, or it could be more a reflection of the other person's issues and not much to do with us. Or it could touch on a long-held issue that we must work through before taking the next step in our career and personal development. So, while it can be challenging, hearing and working through feedback is crucial to learning and growing.

To reflect honestly when your supervisor criticizes your work: 1. Take time to process your emotions and thoughts. 2. Approach reflection with an open and honest mindset. 3. Analyze the feedback and evaluate its validity. 4. Seek input from trusted colleagues or mentors for different perspectives. 5. Identify patterns or recurring issues in the feedback. 6. Take ownership of your actions and avoid making excuses. 7. Set realistic and measurable goals for improvement. 8. Seek support and resources if needed. By honestly reflecting on the feedback, taking ownership, and setting goals for improvement, one can demonstrate commitment to growth and professional development.

In your personal reflect, work on your own thoughts deeply, giving them the value they deserve and be self-compassionate (remember that you have the right to make mistakes). Reflect on the person who issued the criticism: think objectively about the credibility they deserve, the validity of their arguments, their intentions and how your actions have affected them personally. After that, work with a growth mindset about the next steps you are going to take. Honest criticism can be a good reference to draw valuable lessons, improve our skills and regulate our behaviour. Admitting mistakes helps you grow as a person, improves the current situation and creates stronger relationships to face the future.

First, dissociate criticism of your output from your own sense of self. Second, take time to reflect alone but also to talk it out with trusted people who know you in a work capacity (not your spouse or your mom)

The response is really the true test of emotional intelligence. You can feel hurt, disappointed or even frustrated but your behaviors in response to your superior is where the true test happens. 1. Remind yourself that this feedback is not a personal attack. It’s feedback for overall improvement and development. You are not your feedback! 2. It doesn’t matter if you agree. Remind yourself that this isn’t the time to push back. They’re not asking you for your opinion but sharing their perspective of your work. 3. Ask what specific actions steps you think I need to take to improve. Get deep, get focused and make sure you get clarity in the answer.

It is important to recognise any feedback as an opportunity to growth rather than a personal attack. It is tough to manage one’s immediate emotional reactions on being criticised though. Using the feedback to refine one’s work and develop skills not only would demonstrate professionalism and resilience but also would strengthen one’s relationship with the superior. It would show one’s openness to learning and improving .

I have realised that in most cases,if not all,the best way to respond is to not respond immediately.Especially when the feedback is not positive,one must take time to process and ask one’s ownself ‘could this be done better?’ Eventually the idea is self improvement.Focus on the personality rather than the issue takes away that opportunity. Active listening is when we re not listening to respond.We listen to understand.Also like empathy,it’s one of the cornerstones of Emotional intelligence. Only if it’s a question of integrity,the response should be immediate but measured.

Expressing your feelings appropriately is crucial in times of criticism or when you are feeling strong negative emotions. It may not be reasonable to express any strong negative feelings aloud—but it also isn’t good to completely hold them in! In those moments, express your feelings in a healthy and appropriate way. Use “I” language that emphasizes your feelings. Keep your voice as steady and level as possible. Commit to staying calm, and focus on controlling your breathing. When ready to respond, seek clarity by asking questions to grasp their full perspective. Stay receptive and proactive in exploring potential solutions.

Often when criticised for what we do, we tend to take it personally. The way the superior gives the criticism of your work can make all the difference. Let's say that it is given poorly, then one of the keys to responding appropriately is to catch yourself when you feel hurt, where you don't react to your supervisor, but respond to the feedback. I recommend having a learned set response to assist in keeping your emotions at bay. Simply repeat back in your own words what your supervisor just said, eg. "So you're saying that .......... and that I should ........., is that what you mean?" Sometimes it clarifies misunderstanding. Mostly it brings a confirmirmation and gives time to calm down to discuss a way forward.

It doesn’t matter whether you feel the criticism is justified or not, you need to come back to the person with clear perspective on your point of view. Acknowledge the feedback, respond to each point separately with either a path forward if you agree or counterpoints if you don’t.

Listen. Listen. Listen. Pay close attention. Celebrate it. This is where your growth occurs. Take a deep breath. Be authentic. Give a very genuine response. You are growing.

Remeber this is not a personal attack on you. Be professional and keep the emotions in check and don’t let these cloud your judgement. Take time to calmly think about how to move forward

To respond appropriately when your supervisor criticizes your work: 1. Stay calm and composed, avoiding defensiveness. 2. Actively listen to your supervisor's feedback. 3. Seek clarification if needed to fully understand the criticism. 4. Express appreciation for the feedback received. 5. Reflect on the feedback objectively. 6. Take responsibility for any mistakes or shortcomings. 7. Discuss potential solutions or ideas to address the concerns. 8. Follow up by taking action and keeping your supervisor informed. By responding appropriately, one can demonstrate professionalism, a willingness to learn and improve, and a proactive approach to addressing concerns.

Take the criticism constructively and use it as a springboard to reach new heights. Never make the mistake of taking it personally. Thank your manager for sharing his feedback and promise to work on your shortcomings. The moment you control your emotions and reactions to the feedback, you have won half the battle. Your behaviour will change your relationship with your supervisor and he will be more inclined towards helping you to win.

I seek clarification as i take it seriously and would like to understand what the expectations are moving forward. This helped me many times to understand the reason behind it and what i can do to improve to become better. Taking the critic as feedback helps me to grow and become better version of me.

Seeking clarification helps me understand the perspective of which my work is being criticized. I do understand my work is not perfect and willingness to improve is key.

Seeking clarification always help, it gives both the parties opportunities to lay foundation for long run. Seek constructive clarification that helps you improve and identify the area's to focus.

Seeking clarity is so important. I seek clarity on most feedback received to ensure a full and clear understanding. There have been a number of times, in seeking further clarification, I have learned that the receiver of information only needed some clarification themselves resulting in a better understanding by all and sometimes removing the need to make edits or revisions.

Facing criticism without fully understanding it can be like trying to solve a puzzle with half the pieces missing—you end up more confused than when you started. That’s why it's crucial to tap into our inner detective and not just nod along. Ask questions, seek specifics, and delve deeper. This isn’t just about defending your turf or playing the blame game; it’s about gathering all the pieces to see the whole picture. By seeking clarification, we ensure that we’re not just reacting to shadows. After all, it's better to ask a silly question than to make silly mistakes!

One thing I have found helpful is to ask questions, ascertain what success would look like and find out how far you are from that ideal.

Seeking clarity for feedback for understanding is important Demonstrate professionalism throughout. Enquiry if clarity is required and a better understanding. Seek suggestions where applicable. Be respectful and operate not on personal emotions.

Se certos aspectos da crítica forem vagos ou confusos, não hesite em buscar esclarecimentos adicionais. É importante entender exatamente o que seus superiores esperam de você daqui para frente. Pedir exemplos específicos ou sugestões de melhoria demonstra sua disposição para aprender e sua abordagem proativa para aprimorar seu trabalho. Isso também mostra que você valoriza o feedback e o está levando a sério, o que pode ajudar a construir confiança e respeito entre você e seus superiores.

To plan your action forward after receiving criticism from your supervisor: 1. Analyze the feedback and understand the areas for improvement. 2. Identify specific steps to address the issues raised. 3. Make the plan achievable and measurable with clear goals. 4. Apply emotional intelligence to guide your actions. 5. Take ownership and commit to making necessary changes. 6. Seek support if needed from colleagues or training programs. 7. Implement the action plan and track progress for continuous improvement. By developing a concrete action plan based on feedback, one can demonstrate commitment to growth and improvement.

If the criticism is constructive, create a plan to address the issues raised. This might involve seeking additional training or adjusting your work approach.

Improvement plan helps you to grow and succeed. Take time from your supervisor to discuss your plan and course of action. Fix the timeline to meet again and measure the impact of the plan. Keep yourself motivated to work on your improvement plan. But it is important not to be strict to yourself and not to think about the criticism again and again. Do not drain out your energy in going through the moment of public disgrace repeatedly. Just move on and change the next reaction of your supervisor.

Look and ask for improves. But is better to know what is the expected outcome from my work and establish and adjust expectations.

I develop an action plan to address the issues raised and improve my performance. I set specific, measurable goals along with realistic deadlines. This helps me track my progress and ensure that I am moving in the right direction.

When someone criticize your work it's extremely important you plan how to minimize the effects about your image professionally, because it's could have impact in your performance. Also, you should belief that you do better.

Use it as an opportunity to grow. Thank the person for their feedback and show that you're committed to improving. Implement the changes and check in with the person who criticized you to show that you've taken their feedback seriously.

When faced with criticism from superiors, it's imperative to maintain professionalism and composure. Firstly, take a deep breath and resist the urge to become defensive. Listen attentively to the feedback provided, focusing on the specific points of critique and underlying concerns. Reflect honestly on the validity of the criticism and consider how you can address any areas for improvement. Finally, respond thoughtfully, expressing gratitude for the feedback and outlining your plan of action for addressing the issues raised.

1. In my opinion there is nothing wrong with constructive criticism/feedback. It often boils down to how it is delivered, how the conversation goes and how the person is left feeling after it. 2. If done well and the person is left with clarity on what could have been better and if they have been coached well during the discussion, they have bought into the gaps, they come up with a plan to address the gaps and leave feeling motivated to improve. 3. Furthermore, they are also clear on the role the coach will play during the improvement journey, through specific support, availability and recognising progress - being genuinely interested through words and actions!

First, I'd work on diffusing the emotional charge which that criticism would bring. That is, the feelings and thoughts of hurt, anger, resentment, disappointment, self-criticism, self-judgment...whatever that would be. If I've been pretty consistent with my emotional management practices, I'd be able to do so right in the moment when I encounter criticism. If not, I'd then make sure that I don't get swayed by that emotional charge and end up engaging in a dialogue/ behavior which I know would not help me. Second, once the emotional charge is diffused, I'd look at the criticism factually to use it for self-improvement. Third, if the criticism turns out to be pure criticism and nothing else, I'd have a conversation with my senior.

La crítica constructiva, expuesta con educación, siempre debe ser bienvenida porque provenga de quien provenga abre la puerta al aprendizaje. Ahora bien, esa puerta se cierra en el mismo instante en que, por muy superior que se sea, la crítica se lanza desde la prepotencia o la descalificación. No se puede olvidar que hoy el dominio de la inteligencia emocional es fundamental y acompañar a las personas en su desarrollo es todo un arte.

I believe that receiving criticism from a superior can be a good opportunity to ask for constructive feedback. Criticism usually comes from a unattended need that maybe the superior is not able to identify or verbalize precisely. What if you take the opportunity to help him/her see what is exactly needed through a co-evaluation? It seams to me that both will arise stronger from the experience. So, start asking - Would it be OK if we discuss this issue in a deeper way so that I better understand what I need to improve?

Assess what type of superior is criticizing you #1The great charismatic leader: Listen carefully and find solutions constructively and collaboratively with him/her. Listen carefully and seek advice. Option#2 The higher up the ladder in some industries the more chances your boss is a fraud and he/she owes his position to his/her superior brown nosing capacities. In that case you either start looking for a new job if criticisms keep piling up. Chances are that person has no clue what he/she wants and is putting the blame on you to save his/her ass and/or to manage his/her way upwards. If you still want to work with that type of individual, understand how to use that criticism to help him/her in his/her agenda vs addressing the criticism.

As we seek Line manger to be clear, after all those process if your idea or action is still a GOGO, you may highlight the line manager in what terms you made those actions. enable him to understand your perspective of the story.

When receiving criticism from superiors, request constructive feedback sessions. Stay calm, listen carefully, reflect honestly, respond appropriately, seek clarification, and plan action. This proactive approach shows commitment to growth, professionalism, and improvement. Addressing concerns constructively is vital, demonstrating openness to feedback and a willingness to learn and develop professionally.