We’ll let you into a grubby secret: this blog isn’t the work of one writer. No solitary genius sits down to hammer out our listicles. Even this post is a collaboration.
Yes, by the time you read these words, they’ll have been judged by my colleague. The rhythm… The grammar… The tone of voice…Scrutinised down to the last full stop. What a nightmare!
Except… not really. Because research shows that two brains are better than one. Employees who receive feedback are over three times more likely to feel motivated. And nearly three times more likely to feel engaged. With 87% of employees wanting to grow in their role, that seems like good news.
But hey, we get it. Taking feedback isn’t always easy—even when wanted. Read our five tips for how to receive feedback (and actually, maybe, potentially enjoy it).
- Embrace the first draft: It’s a first draft for a reason. It’s where we put our stream of consciousness, typos, and misplaced modifiers. What you deliver won’t be perfect, and that’s alright. Because you have a teammate who’ll pick up where you left off. And together, you’ll make something splendid.
- Don’t take it personally (even if taste is personal): Sometimes your subjective view will be blinkered; you won’t see flaws that are obvious to someone else. So put it in front of a trusted reader. We might compare the process to cooking. Even the best chefs allow someone else to make final touches. Your draft might be ready to go with just a pinch of salt.
- Good feedback is a two-way conversation: Feedback isn’t final. When we leave comments in a document, it’s the beginning of a conversation, not the end. As the writer, it’s your job to speak up when you don’t agree with a change. Trust that your creative partner cares about you and your work.
- Release control: Think of collaboration and feedback as a school project where you actually like the subject matter. Show up and do your part—the rest you can let go. Trust in the talents of your team members and celebrate the knowledge they bring.
- Focus on what you’ve learned (not what’s changed): The ego loves to cling to what we’ve done and how it’s perceived. But humility is open minded—it asks questions and values learning over knowing. Lean into humility.