Constructive criticism is necessary for anyone to improve job performance. The problem is very few employees get useful feedback. If you want good advice, you need to know how to go out and get it.

Don’t assume you are doing a good job
When you start a new job, you are probably very receptive to suggestions on how things should be done.You ask your boss, peers and former job holders for input and have a good sense of everyone’s opinions. However, the longer you stay in a position, the more likely you are to assume you have mastered all the tasks and stop asking for ideas. There are a couple of problems with that attitude. Along the way you may have acquired a new boss or other colleagues who have different thoughts about how things should be done. If you keep doing your job the same way without consulting a new boss, the first clue that something is wrong may be when you are told your performance is no longer acceptable. Also, the business world keeps changing, so the most efficient way to get your work accomplished may be using a new technology and if you are not aware of it you will be considered out of touch. You need to make sure other people think you are doing your job effectively since at the end of the year it is your boss’s opinion of how you compare to other employees that will determine your raise or opportunities for promotion.

People are reluctant to criticize others
You may think your boss and coworkers are telling you everything you need to know about your performance, but that is often not the case. Most people don’t want to hurt other people’s feelings, or don’t know how to articulate their dissatisfaction. Coworkers may see something is wrong but not think it is their place to tell you, even if their suggestions could make a dramatic improvement in your job performance. The necessary changes may also be hard subjects such as the way you dress or communicate with others and people are worried about getting sued if these personal issues are raised. Most times people just let things remain unsaid until it is too late to change others’ perceptions that you are not capable or ready for advancement.

Annual reviews are not serious feedback
Annual reviews of employees are seen by many bosses as paperwork for the files. These reviews are most useful for ranking employees within a department or company for compensation purposes. Chances are good that your review is so general that it could almost have someone else’s name on it. It is very difficult for a boss to remember in detail what each of his or her direct reports did over the past year. Even if you turn in your own evaluation that discusses your accomplishments, a good boss will not use this time to really criticize you since there is no benefit to the employee if the boss is a “tough grader” during the annual review process when other senior people may be “easy graders.” If you want serious feedback you need to find times other than the annual review to get it.

Look for everyday opportunities
People are most likely to remember what improvements you can make right after a presentation is given, a report handed in, or a meeting has been conducted. Solicit feedback in small doses and you will get much more useful advice. Ask your boss or colleague after a meeting, “How do you think that went?” If needed, get more specific and ask, “How could my contribution to this meeting (or presentation, or report) have been improved?”  People are more likely to be candid and give you specific ideas while your work is fresh in their minds. Also ask for suggestions about your style and let people know you want their thoughts on the impression you make on others. You can be very direct and ask, “Do I look and act ready for promotion?” Don’t just ask for advice from people you like. Your friends can be expected to see things the same way you do and what you are really looking for is a different perspective. Some of your best suggestions will come from people who are very critical. Be sure to get feedback from a wide range of people and then sort through the different ideas to find things you are comfortable changing. Always remember your boss’s comments are the most important.

Be receptive to new ideas
One of the reasons people do not give criticism often is that many individuals react emotionally when they hear negative things about their job performance or themselves. One reaction is anger and another is tears. Neither is appropriate in a business setting and will virtually eliminate the opportunity for casual feedback since emotion makes people very uncomfortable. If you respond emotionally your boss may be reluctant to give you more responsibility since emotion is considered unprofessional. Always thank the person for his or her comments and if you do not agree just say you will need to think about it. When you make it easy for people to give you advice, you are much more likely to receive it on a regular basis.

Looking for and being receptive to suggestions will set you apart from your peers and automatically make people think of you as management material. The people giving you advice will also feel invested in you and your career.            

Takeaways:

• Always get feedback, no matter how long you have been in a job. There may be small and large ways you can improve your performance.
  
• The annual personnel review is not a good time to get serious criticism.
  
• Ask people for ideas after meetings or presentations to get spontaneous comments. Also get opinions on your appearance and style.
  
• Anger and tears are unprofessional and not appropriate in business, no matter how sharp the criticism. Emotion makes people uncomfortable and will reduce your chances of getting feedback in the future.