Giving or accepting criticism is inevitable at the workplace, but the effectiveness of the criticism depends on your approach to it, writes Prof. VGT.
Whether you are at the giving or receiving end of it, your ability to learn or gain from criticism depends on your attitude.
Although it’s true that few of us like to receive criticism, we have to learn how to deal with it nevertheless.
The typical attitude to criticism can range from expressing denial to turning defensive, and letting it affect one’s self-esteem or doubting one’s abilities. Ideally, the right reaction to any critical feedback is to learn from it. For this to happen, one has to listen attentively and without any bias.
The important thing is to recognize the fact that the person criticising you is not attacking you personally but appraising your work or behaviour. A personal attack is easily recognizable, so do not make an error in judgement and retaliate. Do not brush aside the other person. Let the criticism help you get a better insight.
Sometimes, you may not be right or may have made errors without realizing them. So listen carefully and reiterate what the other person wants you to change or improve upon.
It is no doubt difficult to accept criticism, because it requires humility and the self-confidence to accept one’s mistake or the fact that you may be wrong. So take the other person seriously if you want to better yourself.
“The more reasonable and prudent approach to criticism would be to look at it as an opportunity to improve.”
Prof. VGT
If you are at fault, apologise for your mistake and ask for suggestions to change and implement them. Ask the person for feedback on your changed approach/behaviour on a regular basis so that they are aware how serious you are and take more interest and involvement in helping you in the future as well. Such feedback will also help with your career progress.
The more reasonable and prudent approach to criticism would be to look at it as an opportunity to improve, and this attitude will put you in the good books of seniors. Also remember that the person who is giving the criticism is not very comfortable doing it, but showing your attention and interest for genuine feedback will make it easier for them and you. If you approach criticism this way, you will find in it the inspiration to do better the next time.
However, it is not necessary that every criticism is genuine; some may be directed at you for inexplicit reasons or the other person may be under stress to judge your performance properly. To judge how far the criticism is genuine and justified, you need to be well aware of your own strengths and weaknesses. Consider if there is any truth in the criticism and if it is justified. If it does not meet these parameters, then the criticism is just an excuse to vent frustration, blow off steam or gain attention.
“Remember to focus only on the action of the person and do not criticise the person themselves.”
Prof. VGT
On the other hand, if you are the person delivering the criticism, ensure that you do it in the right manner so that the other person realises their mistake without getting hurt.
Constructive criticism will enable the other person to change for the better. When you criticise, remember to also recall what the person has done well and mention a quality you admire in them. This will make them more receptive to your feedback.
Remember to focus only on the action of the person and do not criticise the person themselves. End your conversation by expressing your hope and confidence that they will take your feedback in the right perspective and do better the next time.
Whether receiving or expressing criticism, the final aim is to evoke the best performance in others or us. One has to learn to do it with respect and accept it with grace to succeed both professionally and personally.
