Is Negative Feedback in HR Normal? How to Handle Criticism Positively?
#HR #Feedback #ProblemSolving #EmployeeRelations
Are you struggling with negative feedback in your HR role? Are you feeling defeated and drained by comments about your attitude? As an HR Director with years of experience, you’re not alone in facing these challenges. Let’s dive into how to address criticism constructively and move forward successfully in your HR career.
### Negative Feedback: A Common Challenge in HR
– Do you often receive negative feedback about your attitude from employees and managers?
– How do you handle situations where someone is dissatisfied with your response or handling of issues?
– Are you struggling with maintaining a positive relationship with your colleagues while enforcing HR policies?
### Coping Strategies and Solutions
– Explore techniques for managing your emotional reactions to criticism.
– Seek feedback from trusted HR mentors and colleagues on how to improve your approach.
– Consider professional development opportunities to enhance your HR skills and communication style.
### Embracing Growth and Change
– Reflect on whether negative feedback is a sign of your weaknesses or areas for improvement.
– Evaluate your passion for HR and determine if this career path aligns with your personal values and goals.
– Seek support from HR communities and resources to navigate challenging feedback and maintain your professional well-being.
Remember, receiving negative feedback is a normal part of any career, especially in HR. By approaching criticism with an open mind and a growth mindset, you can turn these challenges into opportunities for growth and self-improvement. Stay positive and resilient on your journey to becoming a successful HR leader!
At what level did this feedback start? If it started at the manager level or above, I wouldn’t worry. Employees get intimidated by senior HR leaders. I’ve seen it over and over, and it happened to me once I became a manager which was so confusing because I’m similar to how you described yourself.
Have you read the book BIFF? You may want to compare your communication to it + the radical candor method – basically when saying no, you still include empathy and context as much as possible while being brief, informative, friendly, and direct.
>Do other HR leaders experience this too?
Yes, sometimes. But according to my boss I wasn’t hired because of my warm and cuddly nature, so I just chalk it up to “you can’t please everyone”
>I admit even expressing frustration when employees and managers come to me to put out fire after they’ve ignored or fueled an issue to that point
Don’t do that. HR is in a way a customer service job. Just smile and nod and then forget what they whined about as soon as they close the door behind them.
Just let it roll off your back. You can try and make everyone happy but you are allowed to have bad days where you may show your frustration. You aren’t a robot, you aren’t perfect, and not everyone is going to be happy with what you have to say.
Don’t let some lukewarm feedback send you spiraling, you are feeling this way because you care about the people and the job, which means you are exactly the kind of person who should be in the job. Unless you are really unhappy with your career there’s no reason to leave it behind. Maybe you can look for ways to highlight your positive achievements more and focus on those when you are down about things. Check out your EAP, getting some support with mental health can help you be more resilient to this kind of thing as well.
Yeah don’t spiral here from feedback about your attitude to “am I awful at this job” when there is zero evidence to support that notion.
It’s actionable feedback. You’re aware of instances where it’s been true, so I’d start there. There are books people have mentioned that can help. I’d suggest talking to a colleague you trust about how they handle triggering conversations.
You might think about doing some kind of assessment that can put a framework of language around your style and suggestions for how to modify when needed. DISC does this. CliftonStrengths does this. Even MBTI does this. I’ve done this after feedback that I’m too direct and challenging at times – DISC helped me hone in on what that is for me. I’m a high D and high C. That means I’m results focused but also analytical and I have a strong “do it right” bent. In times of stress, this shows up as overly direct and challenging, with all my “why” questions and “do it this way” statements that are actually meant to be helpful. Anyway, it’s good for self-awareness.
How are you an hr director of such a small org with one direct report?
Actually you sound like you are good at what you do and they don’t like that….BTDT… you really can’t please everyone…
How often are your employees/managers complaining about your attitude? Every week is a red flag, but maybe every few months is normal.
Not sure at all how your team communicates to the company but when I worked at a company with 250 employees and a 4 person HR team(director of HR, HR BP, payroll specialist, recruiter) we sent out weekly newsletters to all employees every Friday. We over communicated the heck out of everything.
– new employee welcomes
– “friendly reminders” about PTO, benefits, etc
– company updates
And I would create technical guides for just about every process employees and managers would ask about. As HR professionals we do have to hand hold a bit but the better you train, provide resources, and over communicate the more competent your employees will become. Maybe it’s a matter of you checking in on managers quarterly to see how they’re doing and if they have any questions or concerns with their team? Also, does your company have an intranet where employees can go to for quick resources? Maybe it’s time to expand the HR Team for additional help or train your current report on new things?
You are not the problem. You may feel unmotivated, overwhelmed, or maybe in a slump but breathe it out. Burn out is real, let it go. Change your perspective and take it on as a new challenge, reframe it to, “how can I better communicate and support my employees/managers so we can catch things before they catch fire?”
Best of luck!