Feedback can be an experiment.
What’s your reaction to feedback in the workplace? Do you like it or do you find it grating? The textbook definition has two meanings that elicit very different responses. See below:
information about reactions to a product, a person's performance of a task, etc. which is used as a basis for improvement.
"throughout this process we have obtained valuable feedback"
a screeching or humming sound resulting from the return of a fraction of the output signal from an amplifier, microphone, or other device to the input of the same device.
"Punk Rock Girl opens the disc with plenty of guitar feedback"
I find that my reaction to receiving feedback depends on several things: who is giving the feedback, what they have to say, and when they deliver it, as well as of course my mood.
One of the biggest challenges to keep improving in the workplace is to assume a stance of confidence and connection whether you are the giver or receiver of feedback. And by the way, ideally you will have a 2-way feedback relationship with people you work closely with.
So one way to shift from the screeching annoying type of feedback is to provide feedback consistently. Both positive and negative (some people call it improvement messages). Determine how often you want to communicate and what the areas are that you are working on.
Peer networking relationships are ideal to work on feedback. Building trust with another person and asking for ways you can improve or how you come across or even how you did at introducing yourself is a natural way to deepen your connection.
In the workplace, experiment with asking for more feedback from clients, co-workers or vendors. Most people know what your strengths are and what your annoying tendencies are but they won’t share them unless asked. More honest communication is how feedback grows into a performance tool.
Be the one who asks and gives feedback. Keep a balance of positive and negative and you will find it gets much easier to improve performance and there will be less “annoying” feedback and more performance feedback. Assume positive intent and be specific.
Improvement is contagious and it will build on itself when you become an expert at giving and receiving feedback.