{"id":8829,"date":"2025-04-27T07:00:00","date_gmt":"2025-04-27T12:00:00","guid":{"rendered":"https:\/\/ellevatedoutcomes.com\/?p=8829"},"modified":"2026-06-15T19:53:58","modified_gmt":"2026-06-15T19:53:58","slug":"how-to-receive-feedback","status":"publish","type":"post","link":"https:\/\/zudigitest.com\/ellevatedoutcomes\/how-to-receive-feedback\/","title":{"rendered":"How to Receive Feedback (and give it too)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Over the past couple months, we&#8217;ve been talking a lot about leadership and management from multiple angles, whether you&#8217;re a Small Business CEO, a Manager, or an Employee. And no matter what seat you occupy, to grow at work (and life), feedback is paramount. I believe that <em>we all<\/em> must learn how to receive feedback and how to give feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You may remember me mentioning a learning earlier this year, when Cara offered, &#8220;Last year, I learned how to receive feedback and give it.&#8221; I was gobsmacked at the idea of feedback as a tangible skill to absorb, learn, and improve. It had never occured to me. But upon reflection I realized: <em>of course it is.<\/em> So to that end, I asked her to share directly with you, her feedback learning loop, as well as some tips and tricks. So without further ado, please enjoy <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/welcoming-cara-jackson-to-ellevated-outcomes\/\" target=\"_blank\" rel=\"noreferrer noopener\">Cara Jackson<\/a>&#8216;s take on how to receive feedback, how to give feedback for managers, and how to give good feedback examples&#8230;<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Coincidentally to Julie\u2019s <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/annual-performance-review-template\/\" target=\"_blank\" rel=\"noreferrer noopener\">recent blog post on the topic<\/a>, we\u2019ve just come out of Annual Performance Review season at Ellevated Outcomes and are moving back into our regular <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/measuring-monthly-performance-manager-and-employee-review-template\/\" target=\"_blank\" rel=\"noreferrer noopener\">monthly 1-to-1<\/a> cadence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you haven\u2019t picked up on this yet, we give and receive employee \/ manager feedback a LOT at Ellevated Outcomes. It\u2019s ingrained in our culture, and we\u2019re a stronger team for it. But as someone who wasn\u2019t used to a culture of feedback, when I joined the team, I had some learning (and unlearning) to do.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In previous jobs, the only real feedback I received was once a year in my annual performance review. Even then, it was typically delivered in the span of 10 to 15 minutes: \u201cYou\u2019re doing a great job. Keep doing what you\u2019re doing&#8230;\u201d accompanied by news of a raise and bookended with an offer to answer any questions I might have.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I\u2019ll be honest: I LOVE positive feedback. It feels great. In fact, I keep a folder in my email inbox labeled \u201cHappy\u201d where I file positive feedback or kudos that I receive. (I can\u2019t take credit for this tactic, but I also can\u2019t recommend it highly enough.)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What I <em>didn\u2019t <\/em>love was feedback that I perceived as negative. If it wasn\u2019t overwhelmingly positive, I viewed it negatively and often took it personally. Often, I would stew on it and beat myself up or growl about the other person in my head.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is where we get to the unlearning. To survive and thrive in a culture that values and prioritizes honest feedback, I had to let that go.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">How to Receive Feedback<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I\u2019m still a feedback work-in-progress, but here are 2 things that have stuck with me after almost 1.5 years(!!) at Ellevated Outcomes:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Repeat after me: \u201cIt\u2019s not personal.\u201d<\/strong> <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>It&#8217;s a manager\u2019s job<\/em> to observe someone as they do their job and give them feedback. And as it\u2019s the manager\u2019s job to deliver the feedback, it\u2019s the employee\u2019s job to receive feedback and use it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Personally, I\u2019m someone who wants to grow and get better. I want to do great work for my clients, and I want to be a solid, contributing member of our small-but-mighty team. If I\u2019m not doing something right or optimally, I want to know about it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One thing that helped me ease into my new \u201cdon\u2019t-take-it-personally\u201d mindset was our practice of exchanging our manager \/ employee 1-to-1 prep 24 hours before our meeting. If there was tough feedback coming, I had advance warning (HA!), time to work through any feelings that might come up and then be ready to receive it face-to-face the next day and ask clarifying questions. It helped my brain to know that forethought and care had been put into the feedback that I was being given. When I changed my perspective and began to assume positive intent, receiving feedback that I perceived as negative stopped feeling personal.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Flex your feedback muscle. <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Giving and receiving feedback is a skill. I think you can truly get better at both, but it takes practice. For me, it was about really listening, taking a deep breath and taking in the feedback, asking questions, and then doing my best to integrate and implement it. As I practiced all of this and as time went on, it got easier and easier to hear the \u201chere\u2019s something you can do better\u201d feedback in a positive manner. I started calling it \u201cflexing my feedback muscle.\u201d Now I focus on hearing feedback through a filter of \u201cYou\u2019re doing great, and I know you can do even better.\u201d<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">How to Give Feedback for a Manager<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">If you\u2019ve never done this before, you\u2019re not alone. I hadn\u2019t either. Here are a couple things that I\u2019ve learned on this journey:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. \u201cIf you can\u2019t say something nice, don\u2019t say anything at all\u201d does NOT apply here. <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Don\u2019t worry about hurting your manager\u2019s feelings. Good managers want your feedback, and they want ALL of it: the good, the bad, and the ugly. It\u2019s because you\u2019re in a unique position. You\u2019re doing the day-to-day work. You have perspective that they don\u2019t.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As an employee, if you\u2019re not giving your manager real feedback, you\u2019re missing a giant growth opportunity for yourself, your manager, and your team and company at large. If your answer to your manager\u2019s question of \u201cDo you have any feedback for me?\u201d is always no, they won&#8217;t assume they&#8217;re perfect and everything&#8217;s is great. They&#8217;ll assume you&#8217;re holding back and\/or don\u2019t want to hurt their feelings.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you have feedback, get it out and into the light. The few times that I\u2019ve been scared to give tough feedback have resulted in some of the best conversations I\u2019ve had with Julie.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Don\u2019t hide behind an email or a text. <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is a good one from <a href=\"https:\/\/www.amazon.com\/Great-CEO-Within-Tactical-Building\/dp\/0578599287\/ref=sr_1_1?dib=eyJ2IjoiMSJ9.KZwo3GopIp6JuYIhaBCx-wv6Ib6OBJYFtisSjv59ulk.wSNfBln2Up5WACfC-wbuZcX3WzsgH3DQAs8inmfjFXk&amp;dib_tag=se&amp;hvadid=713511482145&amp;hvdev=c&amp;hvexpln=67&amp;hvlocphy=9013187&amp;hvnetw=g&amp;hvocijid=15867372939185110504--&amp;hvqmt=e&amp;hvrand=15867372939185110504&amp;hvtargid=kwd-1413726453772&amp;hydadcr=22536_13730665&amp;keywords=matt+mochary+book&amp;mcid=4e3755ad3cc038918e6b573b241f5e90&amp;qid=1745600900&amp;sr=8-1\" target=\"_blank\" rel=\"noreferrer noopener\">Matt Mochary<\/a>. Unless the feedback is completely positive, do your best to only give feedback in person or over a video call. The same is true in reverse, too. Managers should never use a one-way communication method to deliver feedback (email, text or voicemail). Managers, it might feel \u201cefficient,\u201d but it will often end with your employee feeling hurt or angry, which you won\u2019t have an opportunity to see or address in the moment.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">How to Give Good Feedback Examples<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Now that I\u2019ve shared my own learning and unlearning around feedback, I\u2019d like to share 3 quick examples of what giving good feedback to a manager can look like.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 1<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Make a point to call out and thank your manager when they deliver feedback in a way that feels good to you and your brain.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cWhen you acknowledged my extra effort on the Smith project last week, it really motivated me. I thrive on that kind of feedback, and it helps me stay engaged. I just wanted to share that it makes a big difference, and I really appreciate it.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 2 <\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Don\u2019t show up with feedback only. Bring a solution.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cI\u2019ve noticed that I sometimes leave team meetings unsure about priorities. When the goals aren\u2019t super clear, I feel like I\u2019m not focusing on the right things. It would really help me if we could summarize key takeaways and next steps at the end of each meeting.\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 3 <\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>When you\u2019re delivering what feels like tough feedback, be factual and specific and use \u201cI\u201d statements.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cDuring yesterday\u2019s team meeting, when you acknowledged my idea about improving our workflow but moved on quickly without asking for more input, I felt like the idea wasn\u2019t fully considered, and it made me hesitant to speak up again.\u201d<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Examples of How to Receive Feedback Well<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">And now for the other side\u2026<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 1<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Listen fully before responding. Don\u2019t interrupt, defend, or jump to conclusions. Focus on understanding, not reacting.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThanks for sharing that\u2014I want to make sure I\u2019m hearing you fully. Can you say a bit more about what you noticed?\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 2<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ask clarifying questions. This shows you\u2019re engaged and committed to improving.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cCan you give me an example of when that happened, so I can better understand what to change?\u201d<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">TIP 3 <\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Take ownership. If the feedback is valid, own it.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cYou\u2019re right, I could\u2019ve handled that better. Next time, I\u2019ll check in before making that kind of decision.\u201d<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">As I said, I\u2019m a work-in-progress, and I love learning from others\u2019 wins (and mistakes, of course&#8211;let\u2019s be real). Are you a master feedback giver \/ receiver? Share your tips and\/or experiences! I\u2019d love to hear them\u2014just send me <a href=\"mailto:cara@ellevatedoutcomes.com?subject=Feedback\" target=\"_blank\" rel=\"noreferrer noopener\">an email<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Over the past couple months, we&#8217;ve been talking a lot about leadership and management from multiple angles, whether you&#8217;re a Small Business CEO, a Manager, or an Employee. And no matter what seat you occupy, to grow at work (and life), feedback is paramount. I believe that we all must learn how to receive feedback [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":8851,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[479,484],"tags":[],"class_list":["post-8829","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ceo-skills","category-people"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Receive Feedback (and give it too) - Ellevated Outcomes<\/title>\n<meta name=\"description\" content=\"And no matter what seat you occupy, to grow at work (and life), feedback is paramount. 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