Como você pode responder ao feedback negativo durante uma avaliação de desempenho?

Well Said Adroit and well timed as well😁 I prefer using the phrase ‘FeedForward’ instead of FeedBack. This compels both participants involved to have a constructive discussion and agree on actions where exact improvement areas are spelt out along with circle of influence amd expected turnarounds. Many Supervisors / Managers also fret from capturing anything in writing but just narrate incidences as perception. They shy away from their responsibility of working together for appropriate Solutions/Training/Coaching/Realigning. I would close by saying Feedback is FeedForward to ensure results and encourage a culture of Transparency.

Very often, a feedback perceived as negative, is an opportunity to have our eyes open to blind spots. The immediate action is to control our emotions, keeping away from a defensive behavior or seeking justifications. Instead, we should look for a deep understanding of the core message, by actively listening and avoiding interruptions that are usually fueled by our emotionable reactive attitude. This step over, we have to accept the feedback but without doubting our self-confidence. Deep down inside, we should dissect, admits there are flaws and go granular on what needs to be corrected. At least, let’s take it the way we did with our parents, when they show us our gaps, sometimes in very tough ways… God, how these helped us in our lives !

Il est important de: -prendre du recul par rapport à la situation, le recul permet de voir la vision d'ensemble. - ne pas se mettre sur la défensive, - avoir une discussion basée sur des faits et non le ressentis, - n'hésiter pas à demander : à ma place qu'est ce que vous aurez changer ? à votre avis comment peut on améliorer la situation ? - adopter une positive attitude orientée vers l'amélioration

The notion of having to respond to negative feedback during a performance evaluation is essentially “making the best of a poor situation” and that’s really not helping. In the spirit of contributing, I would add 2 additional points to the list with point #2 being the most important to breaking the cycle of bad performance reviews. 1) Maintain the highest level of professionalism and respect to the individual delivering the evaluation. 2) Remember this experience and if/when you have the important responsibility of providing others with meaningful developmental feedback, invest the extra time to craft your delivery so the individual leaves the interaction feeling energized and truly appreciative of the information you shared .

Feedback is a gift, a package of growth wrapped in words. But how we receive it makes all the difference. We've all been there, nodding through a performance review while our manager shares their observations and suggestions. It's not a popularity contest, nor a quick path to a promotion. It's an opportunity for growth, a moment to learn and improve. Yet, our instinct often is to defend, to justify, to protect ourselves. We can't control what's said to us, but what if we could master our reaction to it? What if we could transform our response into a powerful tool for professional growth?

Acknowledging feedback is extremely critical. It says one is open to feedback. Even if one chooses to disagree, it shows that the person giving feedback is duly respected and that the effort in collating the feedback hasn't gone to waste.

I really like this one. When I am the one providing the feedback, I genuinely think about how to best share information that is beneficial to the recipient. I try to provide ways the person could do things a little differently in the future to improve, whether it is about their interview or their project plan, because I want it to be useful feedback. It can be tough to provide honest, helpful information. So when the recipient acknowledges what I have shared with them and thanks me for the honesty, it is truly a gift that makes me want to help them again and again. So remember, while it is tough to receive criticism, it can also be tough to give it, so show your appreciation to those who want to help you grow!

The next step is to thank your manager for their feedback. This demonstrates you appreciate them taking the time to share their perspective. Though you may not agree with the critique, acknowledgment shows you are open-minded, value their input, and are committed to constructive dialogue. This thoughtful response can build trust and lead to productive solutions.

If you are prepared to receive all genuine feedback- both positive and negative it is a great opportunity to continue to grow the good areas of your skillset and improve those areas where you need to do that.

When responding to negative feedback during a performance evaluation, it's essential to remain professional and constructive. Acknowledge the feedback, express a willingness to improve, and outline specific steps you plan to take.

Responder a feedbacks negativos só demonstram que você não estava preparado para ouvir e entender que só através desse feedback, podemos crescer. Ouça o feedback, agradeça o que foi dito e peça tempo para você elaborar um plano de ação para a melhoria. Ao invés de feedback, prefiro o feedforward. Feedforward é o processo de estabelecer um plano de ação daqui para frente. Feedforward é mais possibilitador.

Feedback: the double-edged sword of growth. Let's talk about the third step of feedback processing - responding. Often, our instincts nudge us towards defense, excuses, or blame-shifting when confronted. But here's an uncommon perspective: view it as an opportunity, not an attack. Imagine feedback as a mirror. It reflects your actions and behaviors, sometimes in a light you hadn't seen before. You've got the chance to analyze this reflection, to understand it. Your response to feedback is your power. It's your chance to show who you are. Responding with calmness, positivity, and respect isn't just good manners, it's an impressive display of emotional intelligence.

Feedback is not to be discussed with our guts, but to be taken deeply and calmly. Acknowledging feedback and thanking your manager demonstrates professionalism, gratitude and a willingness to engage in open communication. It fosters a positive work environment, strengthens your relationship and shows that you value constructive input and strive for improvement/excellence. It’s also important to separate the person from the “feedback”, never take it personally.

"Calmness is the cradle of power ..." Remain calm and positive while receiving and answering to feedbacks, even if they are negative. It shows you are able to take a step back and reflect on yourself. Reacting strongly and losing your temper will lead to nowhere ...

Asking for feedback is a way to manage up with your supervisor. Often we think we are doing what we believe is in the organizations best interests. But if we are under informed we maybe deviating from the strategic initiatives. It may also provide an opportunity for clarity for your supervisor to fully understand what they expect of you. Communication is 90% of the problem and 90% of the solution.

One thing I found helpful was to ask for guidance and support as their experience could be a good learning for us to improve and act on the feedback given

Plan to meet with your supervisor on a regular basis and have those meetings on the calendar. These touchpoint calls shows that you are sincere about the comments received and you are also bringing your supervisor on your side as you are periodically meeting with him/her on the improvement plan.

Based on whether you agree or disagree, you will have to ask for support and/or guidance. If you agree and want to improve its usually support and guidance. If you disagree then it's support to dispel the perception.

You need not to respond immediately. Respond with your skills improvement and team bonding. A feedback must always be positive. There is no such negative feedbaack. A good boss never gives negative feedback, rather he/she always suggest and advice for the space where the individual have more possibilities to improve.

We often perceive feedback as a mere string of words, a fleeting conversation. But the true power of feedback lies in its implementation. It's about turning feedback into an action plan, about setting tangible and measurable goals. It’s not just about absorbing criticism or acknowledging praise. The real magic happens when you transform these words into a roadmap for improvement

With your improvement plan in place, it's now time to dive into implementation. Approach it as a project, allowing you to demonstrate and elevate your project management skills. Define clear milestones that highlight your progress and treat each step as a strategic move toward your goal. Regularly discuss the plan's progress and actions with your manager, utilizing their guidance for potential adjustments or if the expected progress isn't met. Keeping a meticulous track of your advancement ensures that you stay aligned with your objectives and maximizes the impact of your efforts. This would help in better execution of your plan.

Encarar um plano de desenvolvimento individual de novas habilidades e competências que mitigam os principais pontos abordados no Feedback é crucial para transpor ocorrências futuras. Criar esse plano com seu líder de forma que ele contribua frequentemente com avaliações sobre o que está indo bem e principalmente o que não está irá criar uma relação muito mais próxima de trabalho, onde o tempo entre a criação de expectativas e as entregas reais seja menor e as correções possam acontecer de maneira mais natural.

Its one thing to receive negative feedback in a performance review, but its another thing entirely to receive it, implement it, and follow up on that improvement without your manager asking you to do so. This shows your manager that you're serious about improvement, and that you are taking an active role in correcting past mistakes.

Stay open-minded: Be willing to hear feedback, even if it stings a bit. Think about improvement all the time: Have a mindset that's all about continuous learning and getting better. Get more feedback: Don't wait for formal evaluations. Ask your team members and Managers for input throughout the year. Celebrate the wins: Highlight the areas where you're doing great, and show that you're all about getting better, both in your strengths and where you can improve.

Todo llega al final a este punto. Si escuchaste, si tomaste los consejos con sabiduría, si reconoces tus errores y si agradeces toda la retro que te den, al final llegas a tener un aprendizaje que te llevará a un crecimiento personal y laboral.

To truly learn from negative feedback we have to listen attentively and ask questions to clarify the points made. Asking questions helps you understand the real message behind the negative feedback and also prevents further mistakes that come from misinterpretation of what was said. I always take notes and ask questions when I get negative feedback because that is when I learn new stuff about my work. Getting mad just makes everything worse, sometimes you might have done the right thing but the end user might misunderstand, it's your job to explain.

"It is not to feel sorry... it is to learn." In our journey of personal and professional development, it's important to remember that mistakes and setbacks are not meant to make us feel sorry for ourselves. Instead, they present valuable opportunities for growth and learning.

A aprendizagem e o crescimento contínuos são a essência do desenvolvimento pessoal e profissional, especialmente em campos tão dinâmicos quanto a tecnologia e a gestão de TI. Feedback negativo, quando recebido e processado corretamente, pode ser uma poderosa ferramenta de aprendizado. Ele nos oferece a oportunidade de refletir sobre nossas práticas atuais e identificar áreas para melhorias. Encarar o feedback negativo como uma oportunidade de crescimento é vital para se manter relevante e eficiente em um ambiente tecnológico que está sempre evoluindo.

I reflect on my strengths and areas of improvement, and apply the lessons learned to my future tasks and projects. I celebrate my successes and acknowledge my efforts, which helps me stay motivated and focused on my goals. I seek feedback from other sources which provides me with a broader and more balanced perspective, and helps me identify areas for improvement that I may have overlooked. By learning and growing from feedback, I demonstrate adaptability and resilience, and view feedback as an opportunity to improve and excel.

Escuta atenta, exercício de autoavaliação e planejamento de melhora. Cultura de alta performance exige tempo e treinamento. Confie em você e esteja atento aos detalhes.

It's important that any Manager gets to know their staff and has an understanding of how to deliver feedback to them in the most constructive way. A method for one member of staff may be completely different to another and the individuals' perspective and how the feedback may be perceived, must be taken into consideration at all levels. How feedback is taken, especially when taking negatively is often in part due to poor performance by the manager and how they deliver the feedback.

If you get for the first time negative feedback over the past year, it means that your manager has made an even bigger mistake. Manage people is a continuous loop of feedback an alignment. Talking about mistakes or errors months ago doesn't make any sense anymore.

Drop the labels. Negative feedback is only 'bad' if taken as an attack. Feedback to help improve and grow is great and when given in that form and received as an opportunity to learn, it's all good.

This is all easy to wash over as simple, but simple doesn't mean easy and a lot of the advice provided here can be difficult to follow in the absence of trust between both parties. I find the best thing you can do is have enough self confidence to put down your ego, really listen, seek to understand, and then give yourself some time to process the feedback before responding. Even leaders I haven't particularly respected or agreed with have made points that were worthwhile for me to consider when trying to evaluate my own performance and improve. I also recommend pushing back if you've truly considered the feedback and feel something about it is inaccurate or fails to take important context in to consideration in your evaluation.