If you wouldn’t listen to their praise, why listen to their criticism?

Feedback is two-way...

Praise. Criticism.

One can make your day. The other can ruin it.

In fact any form of criticism will probably ruin several.

After receiving either one, there are many ways you can react.

Positively, praise can spur you on to do even better, while a fair critique can help you turn things around.

Both can also have the opposite intended effect.

Either way, they should be delivered constructively – especially at work – so you your manager’s expectations and your next steps.

However, more important than receiving any form of feedback is – perhaps – the person it comes from.

Let me explain…

Growing up, there’s nothing more powerful than praise from a parent or guardian. It can mean the world.

Which is why the occasional telling-off also hits hard when you’re younger. Let’s be honest, both still have a big impact long into adult life too!

And they're critical elements of parenting – something you learn when you have children of your own. It’s part of the job!

When it comes to work, it all becomes a little greyer.

Logic dictates that any form of criticism (hopefully constructive!) should be accepted in equal measure, and any form of praise should be appreciated regardless.

I disagree.

Maybe it’s the who, not the what

Feedback is two-way.

You’re allowed to judge each bit of praise or criticism separately, taking into account why it was given, in what context, and who said it.

I think the last bit is the most important.

Feedback from someone you trust and respect can have a massive influence on your day, month, or even your whole career. It can mean everything and spur you on to greater things.

Constructive criticism from that same person might initially crush you, but – if delivered correctly – it will also help you to get back on track and go again.

And they’ll be there to help you too.

This person, or people, will have done something in your mind to earn the right to give you that (justified) feedback – positively or negatively.

They might be an effective and inspiring manager, a colleague who helps you to make sense of the 9 to 5, or someone who gives you the self-confidence to believe in yourself more than you do.

If they’re not, you have every right to treat their feedback much differently. Judge it in the context of how that person treats you, taking from it any learnings you think are fair and relevant.

If any.

And, as the post title suggests, if their praise doesn’t bother you, why should their criticism?

Don’t let someone’s job title or seniority solely influence how you react to feedback.

Use your energy to focus on what you’re told by the people you trust and respect but, more importantly, those who also respect you back.