#feedback

#feedback

If you receive feedback at work, it's only a matter of time until you receive some critical (negative) feedback. How you handle it can make the difference between an ultimately positive experience and one in which you feel angry, hurt, or demoralized. Here are five questions to ask yourself in the face of critical feedback. 1) Is the feedback credible? That is, does the feedback come from someone in a good position to provide it?

My first piece of advice here is simple. You say people gloss over when you mention your day job, so don't mention it! Especially not early on in your conversation. You say you have loads of creative endeavours, so lead with them and make them the first impression of you. Passion is infectious, and if your creative work is where your passion lies; don't give the people you're chatting to any excuse not to hear about it.

Several candidates for judicial appointments expressed disappointment over the lack of feedback on their unsuccessful applications, indicating a demand for greater transparency in the selection process.

The goal of the game is to guess the correct Yankees player with the help of up to five clues, mixing both active and retired players.

No one recommends taking to social media to criticize your boss, especially if your name is attached and you're seriously looking to drive change.

Effective tutoring plays an important role in enhancing student learning by integrating academic knowledge with the capability to address students' socio-motivational needs.

A well-designed customer satisfaction survey bridges this gap, giving you direct insights into what's working and needs improvement.

Think of the mid-year review as a strategic checkpoint in your annual performance management cycle, emphasizing employee growth, development, and open communication.

As managers, we often fall short in communication due to nervousness, lack of experience, or a desire to please, leading to misleading assessments that can harm team members' growth.

When given vague feedback, employees may struggle to understand exactly what changes need to be made, leading to confusion and frustration about performance expectations.