by Ashley N. Lopez, Cornerstone Staffing Consultant in Pleasanton, California

Feedback is around us all the time, whether it is said or goes unsaid. Let’s be honest: no one wants to sit down and coach or be coached on performance, but sometimes it’s necessary.  When giving and receiving constructive criticism, both employee and employer should keep the “bigger picture” in mind. Sometimes we get so stressed in our daily work flow we miss out on seeing this bigger picture. This can lead to negative thinking and noticeably affect our performance.

“Criticism may not be agreeable, but it is necessary. It fulfils the same function as pain in the human body. It calls attention to an unhealthy state of things.” – Winston Churchill

Consider yourself fortunate if you have a boss who is thoughtful enough to sit down with you and know where your performance needs improvement early on in your career. Most employers let less than superb performers slide until someone’s job is at risk or simply aren’t willing to take the extra time to address and correct performance issues. Here are things to consider for both parties:

Employers:

Employers should always open a conversation with the employee that needs coaching with a positive acknowledgement of any recent successes.  It’s important to make sure the employee consistently remains calm and not defensive. Opening a sensitive conversation with recognition of the employee’s strengths will also help engage in positive reinforcement.  Another critical tip for employers who are delivering feedback is to be cognizant of voice and body language. Frustrated or authoritative signals can cause an employee to act defensively, even if what you tell the employee is intended to be positive.

“You catch more bees with honey than vinegar.”

Employees:

While receiving feedback from your employer, it is easy to forget that they are addressing necessary issues out of concern for you as an individual and your professional development within the company. Criticism should serve as a self–improvement tool. Many people who are coached or disciplined on the job will take criticism personally. Later, this criticism is used as an exit strategy which could ultimately hurt you in the long run, whether you decide to stay or move on from your current company.

“People work hard for a person, harder for a paycheck and hardest for a purpose.” 

Whether a new employee or tenured employee, we could all use feedback regarding our performance every now and then to help us improve our quality of work. The motivation that can transpire from the criticism is all in the delivery and perception of it. If you are open minded, feedback can make you a happier and more productive employee. Don’t sabotage yourself and use criticism as an “exit.” Listen carefully to the lesson behind it.