Receiving feedback—whether positive or constructive—is only half the process. What truly drives a professional’s career is how they respond and turn that guidance into practical results.
Anyone who requests feedback from their manager must be prepared to listen openly. Missing this opportunity means compromising one’s own development.
Listen carefully (without becoming defensive)
This is often the most challenging moment. The instinctive reaction to less positive feedback is to defend oneself or justify behaviour, a temptation that should be avoided.
The appropriate approach is one of learning. While the manager presents their perspective, it is advisable to:
- Note the key points, especially the examples given, showing seriousness and respect for the other person’s time;
- Process the information before responding, for example by saying: “Thank you for the feedback. I will reflect on these points and we can revisit the discussion later.”
The goal is not to win an argument, but to improve performance.
Ask for concrete examples
Vague feedback does not lead to improvement. Generic statements such as “you need to improve your attitude” are not practically useful. It is the professional’s responsibility to ensure that feedback is based on real facts and situations. When necessary, clarification should be requested, for example:
“Thank you for the observation. Could you provide a recent concrete example that illustrates this point? It would help me understand better.”
Asking for examples grounds the feedback in reality and makes it actionable.
Create an action plan
A feedback conversation is only complete when it leads to concrete next steps. The manager is not only looking to identify problems but also to see solutions.
It is advisable to end the meeting with a simple and immediate plan, such as:
- Test a new approach: “Based on your suggestion about time management, I will apply the time-blocking technique next week and we can review the results.”
- Invest in training: “To improve this communication skill, I will look for a short course or training session.”
- Set follow-up: “Can we have a check-in next week to assess the implementation of this feedback?”
Turning guidance into concrete actions demonstrates commitment to development and strengthens the image of a professional who is evolving.
Source: Randstad Portugal
