The Management Tip of the Day

Responding to Poorly Delivered Feedback.‌ Tough feedback can be hard to process, especially when it's delivered poorly. Whether you receive feedback from your boss, peer, or employee that's way too harsh, suspiciously nice, or somehow dishonest, how can you navigate your own emotions and respond productively? Start by figuring out how you're feeling—and don't judge yourself. Then take a step back to reconsider the substance of the feedback. Identify something helpful or constructive, even if it wasn't communicated well. Then, reward the person's candor. You might thank them for their honesty and, if you agree with their assessment, commit to an action plan that incorporates their perspective. Or, if you disagree with their feedback, respectfully explain why. Then, offer feedback on feedback: Communicate the impact of their delivery and how they might improve on it next time. Finally, take a step back and assess your relationship with this person. If they are unwilling to change the way they communicate next time, the relationship might not be worth saving. Today’s Tip  Responding to Poorly Delivered Feedback Tough feedback can be hard to process, especially when it's delivered poorly. Whether you receive feedback from your boss, peer, or employee that's way too harsh, suspiciously nice, or somehow dishonest, how can you navigate your own emotions and respond productively? Start by figuring out how you're feeling—and don't judge yourself. Then take a step back to reconsider the substance of the feedback. Identify something helpful or constructive, even if it wasn't communicated well. Then, reward the person's candor. You might thank them for their honesty and, if you agree with their assessment, commit to an action plan that incorporates their perspective. Or, if you disagree with their feedback, respectfully explain why. Then, offer feedback on feedback: Communicate the impact of their delivery and how they might improve on it next time. Finally, take a step back and assess your relationship with this person. If they are unwilling to change the way they communicate next time, the relationship might not be worth saving. This tip is adapted from “When Your Boss Gives You Bad Feedback, Badly,” by Kim Scott et al. ADVERTISEMENT Key business issues, every issue With a HBR subscription, you’ll get access to a wealth of content and resources, written by the world’s leading business minds. View our subscription options Article Build a Strong Learning Culture on Your Team by James McKenna How to help your employees better anticipate, communicate, and meet their upskilling and reskilling needs. Read more Ebook "You Can't Make a Tomelette without Breaking Some Greggs": Toxic Management Lessons from "Succession" (and What to Do Instead) by Harvard Business Review and Amy Gallo $22.00 Learn more Don’t forget you’re entitled to 20% off your first purchase* *Use promo code HBRORGREG4. View details here. View in browser Contact us Privacy policy Manage newsletter preferences Unsubscribe

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