Head of International Project Management Office| Deutsche TelekomPraha, Czechia
Listening to feedback (especially the negative one) is not always the easiest thing.
How do deal with it? How do you work on your feedback especially the one you receive during your annual performance review? Do you have any hints to share? Saving Changes...
I’ve found that feedback especially the difficult kind works best when I treat it as insight, not insult. During annual reviews, I listen actively, take notes, and ask follow-up questions to truly understand the “why” behind the message. The key is to pause before reacting, reflect later, and then turn it into a practical action plan. Over time, it’s helped me grow both professionally and emotionally.
Don't wait for feedback to come to you. Seek it out.
When you receive negative feedback, accept it. Express gratitude for the feedback and ask if there are recommendations to improve. Whether, or not, you take the recommendations is a different matter.
Accepting negative feedback doesn't mean you agree with it. It can be worth it to assess whether the feedback is accurate, perception, or spite. Arguing or getting defensive about it isn't likely to improve anything. Consider feedback a signal. The signal may indicate things are going as hoped, or better, or that change is needed. If the latter, you need to ask yourself some questions:
- Can you make the needed change(s)?
- Do you want to make the change(s)?
- What is the right change, if any, to make - yourself, or your circumstances?
Sometimes negative feedback tells you that you need to improve in one or more areas. Sometimes negative feedback is a sign to move on. When you receive negative feedback, you owe it to yourself to honestly assess your situation and determine if change is needed and, if so, what change is needed. Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Laura Lazzerini Great question — and, above all, a deeply human one.
Receiving (and integrating) feedback is more than a skill — it’s an emotional and relational practice that grows with awareness, intention, and humility.
It’s not about blindly accepting everything, nor about rejecting what makes us uncomfortable.
It’s about growing through the mirror others offer us, even when that mirror is imperfect.
Here are three key principles I personally apply and often share:
1. Separate feedback from identity
Feedback is about observable behaviors or perceived impact — not about our core worth.
Making this distinction helps reduce defensiveness and creates space for genuine listening.
2. Turn discomfort into curiosity
When feedback stings, I ask: “What is this discomfort trying to teach me?”
Often, the greatest value lies not in the literal accuracy, but in the reflection it provokes.
3. Turn feedback into a growth lever
I create a “micro-evolution plan” — 2 or 3 small, intentional areas I commit to improving through practice, feedback, and reflection.
It turns feedback into a loop of continuous development.
Practical tip:
Say thank you before reacting.
Even if you don’t fully agree, begin with: “Thank you for sharing that — I’ll take time to reflect on it.”
This simple gesture lowers tension, honors the other’s intention, and builds trust.
For me, the true power of feedback lies not in correcting us, but in expanding us — as professionals, teammates, and human beings in lifelong development.
How do you turn feedback into learning that truly sticks?
PMO Leader | Speaker & Mentor | Content Leader – PMOGA Latin America
Hub| Catholic University of UruguayMontevideo, Montevideo, Uruguay
I see feedback as a gift. I listen without taking it personally, ask clarifying questions, and look for the key insights that can help me grow. It’s not always easy, but I focus on the value behind it and use it as fuel for continuous improvement. Saving Changes...
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