Criticism, as a part of performance reviews and everyday encounters at work, are an inevitable part of any job. As a leader, offering criticism when appropriate is essential for laying the tracks toward improvement and cultivating organizational growth. However, learning to interpret and use criticism others offer is equally important.
Understanding criticism is particularly critical for professional women. According to a study by Kieran Snyder, PhD, co-founder and CEO of Textio, there are two main differences in workplace performance reviews for men and women.
Out of 248 reviews from 28 companies, managers of both sexes gave female employees more negative feedback than male employees. Additionally, 76 percent of the negative feedback to women included some aspect of personality criticism. Such criticism includes comments that the woman was abrasive, judgmental or bossy, while men's critical feedback typically consisted of suggestions for skills to develop or improve upon.
The study highlights a tension many women experience between doing their jobs well while simultaneously being nice to everyone. According to the New York Times, women, especially in leadership positions, must accept that she will be criticized for both her performance at work as well as her personality, so she must develop the tools to excel in the face of it.
Consider the following tips for turning criticism from a point of anxiety to a valuable resource.
1. Understand that all work brings both criticism and praise. According to the NYT, women who are less concerned about the reactions they will provoke understand the fact that all significant work yields approval as well as criticism. Setting expectations that even praiseworthy work is subject to criticism will lessen the impact, for any product of innovative thinking and controversial decision-making will attract critics in addition to supporters.
2. Critical feedback provides information about the critic's preferences. Know there is a difference between negative feedback and poor work. A negative reaction from a colleague or superior gives insight into the preferences of the person delivering the feedback. According to the NYT, a critical response to an idea or work performance does not automatically mean the person responsible lacks knowledge, expertise or skills. Instead, it means his or her idea or performance does not meet the desires of the person offering the negative feedback. Likewise, positive feedback doesn't necessarily indicate merit, rather it confirms he or she has met the desires of the particular person giving the feedback.
3. Receive criticism and think before responding. Receiving criticism, especially when it is not expected, can be very difficult. It is especially hard to hear when it isn't delivered well. According to Forbes, receiving critical feedback, understanding it and acknowledging how it makes you feel is the first step. Even if it is upsetting, reacting immediately will probably not result in the most productive exchange.
4. Determine who is giving the criticism and their intentions. Be mindful of who is giving the criticism, as well as the circumstances in which the criticism was delivered. For example, if the person was under stress at the time, it could negatively influence his or her reaction, according to Forbes.
5. Open your eyes to others' insights and opinions. At the end of the day, criticism — when constructive — can be the most valuable tool. It can be an opportunity for other intelligent, creative people to offer suggestions or opinions that can starkly improve work performance or lead to the creation of new ideas. Criticism should be acknowledged, and when necessary, heeded to.