How can you manage your emotions when receiving negative feedback from your boss?

Managing emotions after receiving negative feedback from your boss always be challenging but important for learning point of view. You can start by taking a moment to breathe and compose yourself before responding. Try to view the feedback as constructive criticism aimed at helping you improve rather than a personal attack. Reflect on the feedback objectively, identify any valid points, and consider how you can address them. It can also be helpful to seek clarification or specific examples from your boss to better understand their perspective. Finally, focus on learning from the experience and using it as an opportunity for growth and development.

I guess you should keep calm, and never show a defensive reaction to negative feedback. Then, check the provided feedback to identify areas for growth and how it aligns with your development goals. Finally, control your actions by expressing gratitude, seeking clarification, and using the feedback as a roadmap for improvement, turning challenges into opportunities for personal and professional advancement.

I was 27 years old and I was recruited to work for a publicly traded company. I reported directly to the CEO who ran two NASDAQ companies. He had high standards and I loved working for him. During a one on one he told me I was not meeting expectations. He said I had six months to make the needed improvements or I would have to go. What did I learn? 1. Ask, can I understand where they are coming from? I was hired to help make the CEO’s job easier. This helped me hear the feedback. 2. Separate the feedback about my performance from me personally. My boss liked me. It is often easy to take feedback personally. If you look at your performance objectively, it is easier to hear. 3. Be humble 4. Breathe Result? I was promoted after 6 months!

When it comes to managing my emotions while receiving negative feedback from my boss, I find it challenging but crucial to maintain a composed and respectful demeanour. keeping my cool is key. Firstly, I try not to let it get under my skin and remember not to take it personally. Secondly, I make a conscious effort to really listen and understand the feedback being given. Thirdly, I take some time to reflect on the criticism and assess if there's any truth to it. Lastly, I come up with a plan to address any areas of improvement and show my boss that I'm committed to getting better.

Every piece of feedback, positive or negative is an opportunity to learn, adjust and grow. From that perspective I would hold from immediately reacting, thank your Boss for the feedback and express that you’ll come back to him after reflection. This has the advantage of enabling the time needed to manage emotions, practice self awareness and provide a reaction based on factual and rational analysis.

I find it useful to remember not to take it personally - the negative feedback is in relation to a task that I had to complete and not me. Once you get beyond that, you recognize that it is constructive and will only help you to work more efficiently and effectively.

While taking a pause remind yourself of who you are and how the feedback is not about you but the issue being addressed. This helps you to respond and not react.

I think taking a deep breath is underrated. Unfortunately, I think negativity around it stems from the phrase “take a deep breath” sounding condescending or dismissive. Although maybe not intended, some people could be implying someone’s feelings are not okay by saying this. But being able to pause on our own when we are feeling activated and take a few deep breaths… I think can be very helpful in situations where we are receiving difficult feedback.

Aprender a controlar as emoções é essencial para nosso bem-estar, desenvolvimento profissional e crescimento emocional. O autocontrole também traz segurança para nos posicionar da melhor maneira possível.

Passe um tempo refletindo e não leve para o coração, use como um processo de aprendizado. E lembre-se que é uma avaliação do seu desempenho e não dos seus valores pessoais.

Feedback is a gift and you should try to understand the meaning of the feedback perfectly to make sure you can learn and grow. I guess this is common sense but how to start? I recommend to start by rephrasing the feedback to make sure you didn’t misunderstand. Most of the times the answer is not a simple yes or no, but some additional context will be given. And this is your chance to understanding. Feel free to ask for concrete examples or situations your boss used to rate your feedback. Try to ask for suggestions on how you could improve or what is suggested-rephrase again to make sure you are both on the same page. And most importantly: don’t take it personal! If you feel overwhelmed ask to open a follow up meeting to discuss.

Listen Actively:- Give your boss's feedback your full attention. Listen carefully to understand the specific points raised. Ask Clarifying Questions:- Seek clarification to ensure you grasp the feedback accurately. This demonstrates your commitment to improvement.

Saber ouvir, nos permite compreender melhor os fatos, além de passar respeito e confiança ao gestor e as pessoas. Reforce os pontos importantes, fazendo perguntas com clareza sobre o que foi alinhado.

Escuchar, escuchar y luego escuchar. Siempre manteniendo contacto visual. De esta manera se aprovecha el tiempo para entender a fondo el problema y las posibles soluciones.

Si la remarque de votre manager est étayée par des faits réels, c'est une occasion de s'améliorer et de se perfectionner. Vous pouvez écouter ce qu'il/elle a à dire. Vous pouvez poser des questions de clarification. Ensuite, vous pouvez lui demander ce dont il/elle a besoin. Vous pouvez poser des questions là aussi pour avoir un besoin clair. Nous pouvons en effet confondre besoins et stratégies pour y répondre. Il est important de reformuler le besoin de votre manager et de vérifier avec elle/lui si vous parler bien de la même chose et que vous avez bien saisi ce qu'il/elle attend de vous. Ce besoin devrait être qualifié et vous pouvez envisager ensemble comment le combler en abordant les contraintes et difficultés éventuelles à lever.

I always think of feedback as a gift. Its an opportunity to improve myself. Also not everyone is ready to give constructive feedback, a lot of manager avoid having hard conversation. So whenever I get negative feedback, i am thankful that someone took time to coach me and is invested in my future to make be better. I take as a deposit to better myself and thank them in helping in get better.

Giving feedback is hard. By showing gratitude we can make feedback more of a norm in the workplace. This can help create a feedback-friendly culture where managers and teams feel comfortable giving and receiving because it’s appreciated. When it’s part of the culture, trust can be built and issues may be resolved faster.

Feedback is a valuable gift that the best leaders thrive upon as we (humans) have several distractions and blindspots. If someone is offering feedback, understand that they want to help you and have taken out time to share it. Expressing your gratitude with a thank you note genuinely will help you to receive feedback in future as well. Feedback is always (less or more) relevant! E.g., ‘You seem to come across as overconfident’ which may not be accurate from your perspective, even after reflection. Ask questions or challenge assumptions with humility. May be, it is the perception which you need to manage instead? Be open to feedback, ask questions for clarity, act upon it, and close the loop by communicating back with the feedback donor.

Embrace it for what it is--an opportunity to grow. Often, what causes us to reject negative feedback is the deliverer (e.g.,not everyone is skilled in this area), but if we become curious enough to look beyond the messenger and find any truth in the message, we can grow.

Todos nós precisamos evoluir e aprender e ter um gestor que para sua agitada rotina de trabalho para dar um feedback, precisa ser agradecido. Nos dias de hoje poucos líderes estão com tempo para desenvolver seus liderados. Aceite o feedback e agradeça.

Seek support and feedback from trusted colleagues, friends, or mentors. This helps you gain perspective, learn from the experience, and maintain motivation. Embrace advice, encouragement, or simply a safe space to vent, leveraging your social skills and network for resilience and coping. Remember, constructive criticism is an opportunity for improvement, not a reflection of your worth.

Após o feedback, tendo feito o processo de escuta ativa, pausas e reavaliações, anote todos os pontos levantados durante a devolutiva. Separe aquilo que faz sentido e precisa ser trabalhado imediatamente, os pontos de atenção/melhoria, aqueles que não fazem sentido e os que podem ter causado grande incomodo e frustração. Tente separar as emoções geradas dos fatos, para facilitar o olhar sobre tudo que foi falado. Depois pense nas pessoas do seu convívio pessoal e profissional que tem uma trajetória que você admira, se inspira e que ajam de acordo com o que dizem e se propõe (fala alinhada ao comportamento e ao resultado). Escolha 02 ou 03 destas pessoas e compartilhe os principais pontos para um direcionamento, conselho e possibilidades.

Negative feedback can be a valuable growth tool, however; being self-aware and self-regulated can be more important than the value of negative feedback itself. Self-awareness allows us to feel the negative reactions we have to negative feedback and to address those reactions. Sometimes our reactions tell us more about ourselves and where we may need to hone our skills in relation to our own growth-mindset. Self-regulation allows us to take the time to not only acknowledge our reaction, but to ask ourself how valid is the negative feedback we just received? What about us needs to change or grow so that perceptions of us line up with how we desire to present ourselves in the work place and in life in general?

Otra etapa mas de nuestro aprendizaje. Verbalizar con personas de nuestro circulo cercano nos permite interiorizar los elementos de cambio sin miedo al dolor. Al verbalizar, visualizamos estos elementos desde una perspectiva diferente apreciando mas matices que si nos limitamos a darle vueltas dentro de nuestra cabeza en un claro ejemplo de rumiacion obsesiva.

O feedback que estabelece compromissos com o aperfeiçoamento e gera resultados a prazo, pode te proporcionar a uma promoção, pois alinhando o que é necessário e evoluindo os aspectos profissionais te permite alçar novas oportunidades dentro de sua organização.

As a human nature we cannot accept criticism when it comes to our personal competencies or actions Everyone should listen to manger’s feedback or colleagues feedback and analyze criticism to help you to improve your personality which will reflect your performance in a positive way You have to see criticism from other perspective that help you to be a talent and enhance you personality and capabilities

Nos cuesta mucho aceptar los feedbacks. Es como regresar a la infancia y recordar las riñas o los castigos por no haber hecho algo bien. O es como sentir que solo la perfección es válida. Hay que ser conscientes de que toda perfección conlleva una imperfección. Partiendo de eso, cualquier cosa es posible, sea buena o mala, e intentemos tomarnos las cosas negativas como una oportunidad para cambiarlas. También intentemos tomar las cosas positivas en su justa medida, sin regodearnos demasiado.

Without feedback there is no growth. Although sometimes feedback can make you feel a negative reaction, you have to step back and think about how you can use it to your advantage and improve in areas that need work. It’s all about taking accountability and accepting responsibility. 🙌🏻

After verbalizing your opinion by providing reasons and remedies, request an elaborate explanation and cite an incident to understand the feedback better. End the conversation in a positive tone by promising positive actions in the future.

Try to separate your emotions from the feedback itself, focusing on the constructive aspects of the criticism. Next, seek clarification if needed to fully understand the feedback and its implications. After that, reflect on the feedback and identify areas for improvement, using it as an opportunity for growth. Finally, take action by creating a plan for improvement and following up on your progress. By approaching negative feedback with a constructive mindset and taking proactive steps towards improvement, you can turn it into a valuable learning experience.

This is how 1.Self-Awareness: The first step is understanding your emotions. 2.Self-Regulation: Emotions greatly influence our actions and choices. Self-regulation helps us stay composed, respond thoughtfully, and handle professional challenges effectively. 3.Empathy: At the heart of empathy is the connection formed, a shared understanding that transcends words. It's the silent acknowledgment that says, "I see you; I hear you, and I feel with you." 4.Decision Making: Emotional intelligence is the driving force behind making effective decisions, by aligning values, instilling confidence, and ensuring long lasting outcomes.

eliminate the terms good and bad from your vocabulary. Things are neither good nor bad until we assign a value to it. Instead of viewing it as bad news, what if you instead look at is as information that will help you make better decisions and improve your performance. That is after all what it is intended to be. And keep in mind, most people are uncomfortable giving news of this sort and as such are not very skilled at it. So keep in mind the source of this information. What is it they are saying that you agree with and can learn from and what do you perhaps disagree with? Always focus on moving forward.

To my opinion, it is more about the injustice in the way we give feedback; it’s not what you say but how you say it that matters. Human beings tend to naturally focus on what went wrong and what can be improved, therefore provide more negative feedback to serve as a continuous improvement purpose and are tight fisted in giving positive feedback. There needs to be more balance ⚖️ in the approach of giving feedback ( /-) and this starts with 1. The person acknowledging what went well for him/her? yes, I tend to coach myself to figure it out. 2. What can be done differently? An opportunity for the person to explore more options, new ideas. 3. (And finally the boss) offering his observation/feedback on point 1 and 2 as a extra gift.

It is important to hear the feedback and honestly assess its validity… but remember, just because someone with a higher title offered feedback doesn’t automatically make it true. Do you agree with it?

If your emotions are triggered, the onus is on your boss. He or she does not know how to put across the negative feedbacks. Its the bosses who need to be mindful how feedbacks are giving, in order to prevent from negative emotions arising in their employees. This is the key, instead of throwing the bug to the receiver. Anything put across soothingly, even negative feedbacks, will be easier to accept, compared to aggressiveness. Bosses should also be mindful of their emotions when employees ask for clarification. Instead of defending themselves, or avoiding the questions, bosses should answer. I personally believe that, emotions are triggered by those giving not receiving.