One of the most common issues that employees face when receiving feedback from their managers is how to interpret it correctly. Often times, emotions can get in the way of understanding what the feedback actually means and how to apply it. This can lead to confusion, frustration, and even resentment towards the manager. But why does this happen?
There are several reasons why personal feelings can distort interpretations of managerial feedback. One reason is that employees may take the feedback personally, rather than objectively. If an employee feels like they have been criticized or attacked, they may react defensively and try to justify themselves instead of taking action to improve. Another reason is that employees may misinterpret the intent behind the feedback. They may assume that the manager is trying to put them down or undermine their abilities, when in reality, the manager simply wants to help them grow.
Employees may feel threatened by the feedback and become anxious or worried about their performance. These negative emotions can cloud their ability to understand and act upon the feedback.
When emotions come into play during a feedback conversation, it's important for both parties to be aware of them. The manager should acknowledge the emotion and explain why they think it's valid.
If the employee seems angry or upset, the manager could say "I know you must be feeling hurt right now" and then explain why they gave the feedback. The employee should also try to be honest with themselves and recognize any biases they might have that could be influencing their interpretation. By acknowledging these emotions, both parties can work together to find a solution that works for everyone.
Personal feelings can definitely distort interpretations of managerial feedback. It's important for managers and employees alike to be aware of this possibility and work together to overcome it. By doing so, they can create a more positive and productive working environment where everyone is able to learn and grow.
In what ways do personal feelings distort interpretations of managerial feedback?
One way that personal feelings can influence how managers perceive their employees' performance is by affecting how they evaluate qualities like effort, work ethic, and attitude. If a supervisor has negative feelings towards a particular employee, for example due to past conflicts or disagreements, they may be more likely to view any mistakes made by that employee as intentional or deliberate rather than simply the result of human error.