Although the spirits are lowered and the atmosphere in your office feels ‘tense’, when your boss calls your attention, you must be assertive and learn from each correction, of course, without letting them disrespect you. This way you guarantee that you can perform better in the future.
Feedback should always be assimilated from a constructiveand “positive” point of view, because despite receiving criticism that they will not like, there are things to improve and the most important thing is to try to understand that there was a mistake,” says Andrés Díaz Granados, executive manager of DNA Human Capital.
“If for some reason the person who feeds back does not know how to do it, the worker can use his objectivity and emotional intelligence, then extract what he knows he must improve and with humility recognize it, improve it and put it at his service and that of others,” advises Yamile Pardo, director of Human Talent of BDO in Colombia.
Feedback should always serve as a method to analyze different perspectives and situations, this in order to reach different agreements. Bosses should encourage “a conversation focused on thriving, where the employee can give their point of view and arguments, since sometimes superiors also have different biases and perceptions,” says Díaz.
At work there is no shortage of mistakes and carelessness on the part of bosses and employees
If the employee is the one who receives a counterclaim and has to ‘bow his head’, Pardo affirms that these observations must be “digested and rethought, because if it is a professional and height evaluation, there is some truth in that feedback.” In case there is a “latent failure in the worker and this is reported by several of his colleagues, it is something that definitely exists and it is the responsibility of the worker to recognize and improve it.”
If the employee feels that he is being the victim of humiliation or inappropriate words, he has every “right to get up from the feedback session and inform through the channels established in the company for complaints, such as the coexistence committee, the human resources team or some other boss who is an example of leadership”, concludes Pardo.
The important thing is not to take a ‘scolding’ personally, as industrial relations should be just that, links at work. As long as observations are made about tasks, results, or functions, you should know that your boss does it because he expects the best performance from his team.