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Learn to Take Feedback as Well as Give It

One area I don’t focus a ton of time on is feedback that the manager receives, especially from employees. However, it is as important to receive feedback well as it is to give it well.

The biggest benefit is that you are modeling behavior for your team - you shouldn’t expect them to accept feedback if you aren’t willing yourself.

The other benefit is the fact that it opens up a channel of communication. Every time you get feedback of any sort, you should consider it and then respond to it appropriately.

If the feedback causes you to change a behavior, point it out and thank the person.

If the feedback is something that won’t change a behavior (which is possible), take the time to explain to the employee why you won’t make a change. As long as the reason is valid, they will appreciate your choice (even if they don’t agree with it).

NOTE: I recommend to all managers that they wait 24 hours after hearing feedback to respond. If you respond right away, it comes across as if you didn’t really think about it. It also lowers the risk of a damaging reaction.

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