![]() This puts us into a positive state of mind and prompts us to considers solutions as a way of coping.Īffective labelling theory says when people talk about their feelings, they feel better about them. One of the authors of this piece has the practice of reading a review and then putting it in a draw for a week before she begins to address the feedback.ĭistance allows us to gain perspective and think through the parts of the feedback that are valuable and worth addressing. When dealing with negative feedback, it can help to pause, take a walk around the block or grab a cup of tea. When anonymous reviews are negative, it might have more to do with their (lack of) experience and heavy workloads, rather than our work. Perhaps this is an evolutionary challenge, with early humanity needing to fixate on dangerous and threatening matters to survive.Ī reviewer or manager’s potential lack of training and natural bias does not excuse their harmful comments, but it might help us to empathise with their circumstances.Īcademics have complex, very busy careers. It is likely the reviewer or person giving you feedback did not either.Īnd humans have a bias towards negative information too. ![]() Empathise with the person giving feedbackĭo you remember receiving formal training for providing feedback? Probably not. 6 things to do when you get negative feedbackġ. It focuses on promoting strengths – like courage, optimism, and hope – as a buffer against mental ill-health. Positive psychology is the study of strengths and virtues over human deficiencies and diagnoses. And this is where positive psychology can help. Yet it may be necessary to process this feedback to grow and develop as professionals. Tough feedback can hurt and shake our confidence. On top of calls to improve training for academics, managers and leaders on how to provide helpful feedback (we do this here and here), being able to use the feedback we get is also important for our wellbeing. And, the receivers are not always able to use the feedback in the way it was intended. Yet, despite this, not many people know how to do it well. Managers across all industries use feedback to enhance workplace performance and online reviews are a fact of life for businesses. ![]() University of Tasmania provides funding as a member of The Conversation AU.Īcademia is not alone here. Monash University and University of Melbourne provide funding as founding partners of The Conversation AU. Lea Waters does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment. Kelly-Ann Allen is the Editor-in-Chief of the Educational and Developmental Psychologist and the Journal of Belonging and Human Connection. Psychology Professor, Centre for Positive Psychology, University of Melbourne, The University of Melbourneĭr Crawford is the Editor in Chief, Journal of University Teaching and Learning Practice. Senior Lecturer, Management, University of TasmaniaĪssociate Professor, School of Educational Psychology and Counselling, Faculty of Education, Monash University ![]()
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