5 Steps To Handling Criticism

Taking criticism is rarely easy and can oftentimes be downright unpleasant. But it’s a part of life, particularly in the workplace. To succeed in business – and life in general – you must be able to handle constructive criticism.

In an office environment, this can be feedback from a manager, a supervisor, a co-worker, or a colleague. Regardless of who’s giving it, constructive criticism is an important tool in any workplace, and how you handle it could very well determine the trajectory of your career, for good or ill. There’s no foolproof or guaranteed way to deal with criticism, but below are some steps to dealing with criticism in a positive and professional manner.

 

  1. Whatever Your Initial Reaction Just STOP

This is a tricky one, but it may also be the most important. A lot of times, when you’re being criticized, your first instinct will be to get defensive. Whatever your initial response is, do your best to stop it, immediately. Try to control your facial expressions and/or body language – no reaction is the best reaction – and don’t vocalize any knee-jerk quips or replies that pop into your head.

The natural human response to being attacked is to defend. But the absolute worst way to handle criticism is to attack the person offering it. Remember that criticism in the workplace is intended to help you improve, so don’t take it personally, and make yourself a silent promise to do better moving forward.

 

  1. Listen and Process the Criticism

Listen to what’s being said to you, rather than just reacting to it or getting defensive. Your boss (or colleague) is likely coming from a place of genuinely wanting to see you grow. Acknowledge the feedback (which is not the same as agreeing with it), and don’t look to lay blame or make excuses. Just take it in, and don’t interrupt.

Remember, evaluating staff is literally part of a manager’s job. Criticism is a crucial part of quality control in any business, and if you’re an employee who doesn’t handle it well, you’re marking yourself as a problem for management. Make it clear to your manager that you understand the criticism being offered, and pledge to improve your performance in that regard. Demonstrate an understanding of what needs to be improved upon and commit to making those improvements.

 

  1. Thank Your Critic

This may be tough for some folks, but it’s important. Taking criticism the right way has a lot to do with being a professional. Look your critic in the eye and thank them for the feedback. It shows that you’re a true professional, and it also shows that you acknowledge the time the other person took to share their thoughts and observations with you.

 

  1. Ask Questions

Now is the time for you to respond to the criticism, and a great way to do is to ask questions. Try to get to the centre of the issue at hand, and don’t focus on little details – it’s not a debate.

For example, if you’re being criticized for being too blunt with a colleague, ask if there was something specific that you said or did that was problematic, or if there are any other examples of that sort of behaviour on your part. It’s also crucial for you to acknowledge that you’re not disputing the feedback; in this example, admit that you could have handled the situation better, or that you wouldn’t necessarily appreciate being dealt with in that manner yourself.

Perhaps most importantly on this point, seek out solutions on moving forward. Ask for tips on how to deal with a similar situation in the future, or how to avoid a repeat incident. It shows that you’re sincerely engaged in the process and are making a true effort to improve.

 

  1. Follow Up

This last one is less crucial than the others, especially in a less formal constructive-criticism situation (e.g. from a colleague, rather than your manager), but in many situations dealing with constructive criticism, ask for a follow-up discussion. It will provide you with an opportunity to return to the issue, and for you to ask any more questions once you’ve had time to think about the feedback and truly process it, as well as think about solutions, and even ask others for advice. Once again, it shows engagement and a genuine desire to take in the feedback and improve your performance, which are traits that any manager would want in a member of their team.

It’s not always easy to hear constructive criticism, and for many managers, it’s not a lot of fun to give either. But this type of feedback is one of the best tools for improvement and development available to both managers and employees alike. Keep that in mind, and follow the steps outlined above, and you can become a better employee, colleague, and person.

 

Justin Anderson

 

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The End of 9 to 5? How Work Schedules are Changing

Is the traditional 9-to-5 workday obsolete? Many would say so. There seems to be a consensus among both employers and employees that a shift needs to be made in how the traditional workday is structured. The present-day model doesn’t really promote a healthy work-life balance or stimulate productivity. Too much of a routine can be dangerous. Longer, more rigid hours don’t always equal more work being done. Employees may be coming in for 40-hour weeks, but if they aren’t using that time wisely, then businesses actually lose out in the long run.

The History of the 9-to-5 Workday 

The idea of working from 9 to 5 is a product of socialism during the 19th century. It wasn’t until 1890 that the U.S. government started to track workers’ hours. Up until that point, employees could work up to 100 hours a week and there were no laws protecting children. In 1926, Ford Motors was one of the first companies to adapt the 9-to-5 model and helped to make it more mainstream. In 1938, the U.S. congress passed the Fair Labor Standards Act, which made the workweek 44 hours. In 1940, it was readjusted to the five-day, 40-hour workweek that remains the basic standard today.

The Mindset of Millennials and Entrepreneurs

A 9-to-5 simply isn’t for everyone. If you feel trapped easily, especially sitting in a cubicle, dislike routine and/or mundane tasks, and have a problem with authority, then maybe a job in a more creative setting, or of an entrepreneurial nature, would suit you better. At the top of the list, millennials seem to feel the most dissatisfied with the traditional workday structure, placing greater importance on factors like flexibility, impactful or purposeful labour, and economic security. They’re also more willing to seek employment on their own terms and work freelance.

Structured Benefits

The 9-to-5 model does, however, have some major benefits. While some find the routine repetitive, others may find the predictability comforting. Stability and financial security are two of the main reasons many people in years past stayed at the same job for decades. A 9-to-5 job gives people a set schedule they can plan around, as opposed to shift work, where employees don’t always know what their upcoming schedule will look like from one week to the next.

The Possibility of a 4-Day Workweek

One alternative suggestion that’s been gathering support in recent years is for a “compressed” four-day workweek. Employees would work four 10-hour shifts instead of five eight-hour shifts, with Friday becoming a third day of the weekend. Experts have argued for and against it; some say that it would motivate employees to work harder, doesn’t disturb workflow, cuts down on time-consuming commutes (which in turn reduces workers’ spending on gas or transit), eases burnout risks, and promotes other activities. The counterarguments to the new working pattern are that longer standard workdays would be more draining and stressful, and a revamped workweek would potentially affect working parents, who have to deal with things like daycare services.

Our lives are much more than just our jobs. “Work to live, don’t live to work” is a common mantra. The 9-to-5 model may have worked in decades past, but times are changing. Our world is constantly evolving, and so is society. Thanks to recent advances in technology, many businesses can run from a home or out of a remote location. The traditional ways that most workplaces have run are quickly becoming a thing of the past, as the workweek becomes increasingly fluid.

At the end of the day, however work schedules hardly matter if you have purpose in your life. Regardless of the time of day or week, the hours will fly by if you’re doing something you enjoy.

 

Rhea Braganza

 

How to Handle Feedback as a Leader

It’s impossible to get to the top – or anywhere else for that matter – without listening to suggestions or advice. When you’re put in charge of a team, it’s not because you’re perfect, but because direction is needed. But you can’t lead your team to success while operating in a vacuum; feedback is key.

A leader is responsible for making sure that their business has satisfied employees just as much as satisfied customers or clients. And there’s no better way to do that than by having a staff that feels empowered to speak openly and honestly.

But how does the person at the top learn how to listen to the people they’re charged with overseeing? Here’s a look at how to handle feedback as a leader while not taking it personally.

 

Think It Through

We’re often told not to be emotional at work, but most of us spend so much time at our jobs that it’s nearly impossible not to be. Whether you’re laughing at the water cooler (which fosters important bonds that strengthen collaboration) or having a disagreement, emotions are part of the job. But if there’s one time that you need to think more than feel, it’s that brief moment between hearing feedback and reacting to it. Take a moment to really listen to what the person is telling you, process it, and then frame your response in a professional manner, and as a leader it’s even more important to maintain control of your emotions. Remember, neither of you is trying to escalate the problem, you’re both working on a solution.

 

It’s Not About You

If you thought about your reply before reacting, then you likely know that the feedback, at least in most cases, isn’t personal. When people complain or express their concerns, it’s normally not for the sake of creating a problem; it’s often rooted in something, and as a leader it’s crucial to keep that in mind. It’s important for a manager to know how their workers feel and what they think of the business and how it’s doing. In a healthy work environment, what the staff is saying shouldn’t be seen as a personal attack, so there’s no reason to feel defensive or threatened.

 

Ask Questions

When receiving feedback, it’s important to ask yourself certain questions. Is there merit to what’s being said? Does the person have a point? Getting some constructive criticism should be seen as a learning opportunity, since no one is perfect. Debating each point raised will get you nowhere, and it can be exhausting, while also likely discouraging that person or others from providing more in the future. If the feedback is given respectfully and supported by evidence, then it’s important to reflect on it and find a solution. The point is to resolve the issue and grow, both as a business and a team. Take employee feedback at face value, instead of assuming that they’re wrong or being troublesome.

 

Say ‘Thank You’

Have you thanked your team, lately? When presented with good ideas, it’s important to give credit where credit is due. Taking ideas from your subordinates is never a good option and will likely lower morale and foster a hostile environment. The amount of good ideas coming from your team can actually be seen as a result of strong leadership; it’s not a competition. If you’re hearing good suggestions for how to improve the business, remember to thank those responsible – preferably in front of the rest of the team – and let them know they’re valued.

Managing a team isn’t easy, especially if it’s a group with different personalities working towards the same goal. Whether you’re giving feedback or receiving it, it’s always best to ask yourself why it’s needed and how it will help improve things. Letting others voice their opinions comes with the job, and it will make you a better leader and manager to simply listen.

 

Dontei Wynter | Contributing Writer

 

Bridging the Management Age Gap

Millennials are known as the generation of smartphones, over-priced coffee, and a reputation for entitlement and leisureliness. Despite this, the success of millennials is becoming increasingly apparent in the workplace. Look around your office and you’ll probably notice the ages of both employees and managers is decreasing significantly. A recent survey by office-equipment maker Pitney Bowes found that about 20% of mid-level corporate employees now report to a boss who is younger than they are.

However, in this age of entrepreneurial startups and advancing technology, different work styles and perceptions of those differences can create many challenges. For example, there is a stark difference between millennials and baby boomers. While older workers spend more time in the office within regular work hours, the younger generation often prefers getting their work done whenever, whether at home or from their laptop in a café. These kinds of philosophical differences can have negative effects on productivity. However, there are ways for younger people in authority to handle this gap. Below are a few tips on how to instill authority and respect in the workplace.

Be Mindful

Older employees can certainly be put off by having to report to a younger manager. It’s important to be aware of those feelings and acknowledge them. Don’t assume you have the upper hand due to your higher position. Express an interest in your employee and ask them for their opinions on how you can improve as a leader. They may very well have insights that can benefit you, and they will appreciate your respect for their experience and knowledge.

Give and Take

Give lessons, provide feedback, and offer firm and feasible guidelines for your employees. In return, take feedback as well. Older employees are often more knowledgeable about the company and its history. Take advantage of their deeper well of experience, both in the office and generally in life.

Do Your Job

It can be daunting being a young manager. However, instead of shying away from being an authoritative, strong leader, it’s important to keep your goals in mind and get the job done. Not confronting older employees who aren’t working to their full potential, or letting others take the lead merely to make them more comfortable, will only decrease productivity. You’re the manager for a reason; prove why.

Older employees should implement these tips in the workplace as well. Along with being mindful, providing feedback, and doing their own jobs, it’s important for older employees not to get too bogged down in ego and commit to working with a younger manager. The knowledge and experience of the older generation and fresh perspective and energy of the younger age group can be combined to contribute to the workplace in a positive manner. Getting past age discrimination – from both sides – will help everyone work together and be more productive.

 

Tasnia Nasar

How to Handle an Employee Gone Rogue

You know that person at the office who seems to consider themselves above the rules? That’s a rogue employee. But sometimes, rogue behaviour isn’t as obvious. Someone may openly disobey policies or disrespect management, or a seemingly perfect worker may be committing serious offences in secret, such as stealing company data, pilfering money, spying on behalf of a competitor, or sabotaging their colleagues.

There are ways to detect a rogue employee early. It’s can be the person you demoted because they no longer seemed to be the ideal fit for the role they were hired for. Or the member of the management team that consistently ignores company policies or the opinions of others when making changes. If their rogue behaviour has already been identified, they’re likely already on the bubble – one more misstep and they’re out. But before firing them, it’s best to consider the value they bring. Discuss the employee’s overall performance with other managers and HR. If they haven’t caused a high level of offence, determine whether you want to give them a chance to change.

In the meantime, there are ways you can prevent rogue employees from inflicting damage on the organization by limiting and monitoring their access to information. Use identity and access management (IAM) software to increase security. With IAM software, you can regulate the amount of access employees have to pertinent data and files depending on their role. Look for software that records login information and activity for each user, allows them to update their own profiles, and can handle a large volume of users in the system without compromising performance.

If it’s a disrespectful employee you’re dealing with, evaluate how you position yourself as a manager: are you too lenient with the person in question? Do you allow them to break certain rules? Are they doing whatever they want? If you tolerate a workspace in which certain people can behave this way while others can’t, then you’re the problem. But whether you’ve been unwittingly encouraging such behaviour or not, reexamine the way you treat all employees. Reimplement the company values and the most important policies. Present these policies and guidelines clearly, as outlined in the employment agreement, to everyone.

Fellow coworkers can help handle a rogue colleague and spot other potential threats if they’re trained in detecting rogue behaviour. For example, if an employee notices their colleague taking frequent trips to the photocopier or printer when their job doesn’t really require, there’s a possibility the employee is stealing company info or using the machine for personal things. A properly-trained employee could ask their coworker about the issue (their frequent use of a machine); maybe their colleague is stealing proprietary company secrets, delivering that information to a competing business or using it for their own entrepreneurial project. Keeping employees aware of these sorts of issues will increase awareness and create a more stable and secure work environment. If anybody feels disrespected by a fellow colleague or is suspicious of their conduct, they should feel empowered to report them.

Speaking of corporate espionage, you may want to do some digging yourself. Take a look at the rogue employee’s social media channels. Ensure they’re abiding by the organization’s social media policy and aren’t bad-mouthing the company (and/or its affiliates or partners), especially after a significant incident like a demotion or another disciplinary issue. This would be detrimental to brand image and cause distrust among your customers, which is obviously bad for business.

– Joséphine Mwanvua
 

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