Overview
In this module, you’ll learn how to interpret negative feedback accurately. By separating fact from assumptions, seeking clarification to avoid misunderstandings, and assessing feedback objectively. You’ll be better equipped to respond with clarity, confidence, and a growth mindset.
To access the non-conforming version of this module, see Interpret negative feedback learning module.
Below is the transcript for the Interpret negative feedback YouTube video.
Transcript
[Background music plays for the duration of the video.]
[Visual: Workplace Strategies for Mental Health, compliments of Canada Life logo fades in and then out.]
[Visual Description: A man and woman at work are having a conversation and the man becomes visibly defensive. A purple background panel appears on the left with the text: "What if we saw feedback not as criticism, but simply as new information?". This text dissolves and is replaced by: "This small shift can prevent emotion from taking over". The purple panel and text disappear.]
Receiving negative feedback can sting. It’s easy to feel defensive or embarrassed.
But what if you saw feedback not as criticism, but simply as new information? This simple shift prevents emotion from taking over.
[Visual Description: A woman is in an office, she has her hands by her face and is visibly upset. A green background panel appears on the right with the text: "Our brains often fill in the blanks with assumptions.” This text dissolves and is replaced by: "This report needs a rewrite". This text dissolves and is replaced by: "My manager thinks I’m a failure.” The green panel and text disappear.]
Our brains often fill in the blanks with assumptions. The fact might be that your manager said, "This report needs a rewrite." Your assumption may be, "My manager thinks I’m a failure."
[Visual Description: The background changes to teal. White text appears: "Focus only on what was actually said."]
Focus only on what was actually said.
[Visual Description: The same man and woman at work are talking again, this time calmly. A purple background panel appears on the left with the text: "Get curious.” This text dissolves and is replaced by: "Ask clarifying questions to unlock understanding.” This text dissolves and is replaced by: "Asking what success looks like...” followed by “…shows you’re open to learning and prevents misunderstandings.” The purple panel and text disappear.]
Instead of guessing, get curious. Ask clarifying questions to unlock understanding. Asking what success looks like shows you’re open to learning and prevents misunderstandings.
[Visual Description: An infographic forms piece by piece:
- A teal rectangle with a clock icon above it, heading "Pause," and text: "Notice your reaction." This box slides left.
- A green box appears beside it with a person and chat cloud icon above it, heading "Assumptions," and text: "Challenge your thoughts." Both boxes slide up.
- A purple box appears below them with a head and check mark icon above it, heading "Focus on facts," and text: "What was actually said?" This box slides left.
- A final teal rectangle appears with a chat bubbles icon above it, heading "Seek clarification," and text: "Understand if there’s an opportunity to learn." The completed infographic from the "Interpret negative feedback accurately" PDF is displayed, then fades to white.]
So next time, remember the steps: Pause and notice your reaction. Challenge your assumptions. Focus on the facts. And ask questions to understand if there’s an opportunity to learn.
[Visual Description: The background changes to teal. White text appears: "Feedback isn’t a measure of your worth.”, followed by “It’s an opportunity to grow with confidence.”
Feedback isn't a measure of your worth. It's an opportunity to grow with confidence.
[Visual: The Workplace Strategies for Mental Health, Compliments of Canada Life logo animates in and out.]
[The music fades out.]
[Visual Description: On a teal background, white text appears: "Search for other useful tips on the Workplace Strategies website. clwsmh.com/elearning."]
Feedback is information
Hear feedback as information, not judgement
Most of us find it hard to receive negative feedback. But what if you could choose to hear negative feedback as information, rather than criticism or absolute truth? In this way, you consider its value, understand different perspectives, and ultimately decide if the feedback is helpful. It also prevents you from allowing negative feedback to trigger emotion.
Reflection question:
How do you usually feel when you receive negative feedback?
- Defensive
- Curious
- Embarrassed
- Motivated
- Other
There’s no wrong answer — the goal is to recognize your current response so you can choose a more helpful one.
Concepts to interpret negative feedback
Below are some concepts and skills to help with interpret negative feedback accurately. Click each tab to learn more:
- Pause
- Notice your reaction
- Assumptions
- Challenge your thoughts
- Focus on facts
- What was actually said?
- Seek clarification
- Understand if there's an opportunity to learn
Facts versus assumptions
Assumptions amplify emotions; facts clarify reality.
Negative feedback can feel worse than it is because we tend to fill in the blanks with our own assumptions. These assumptions often reflect fear, shame, or guilt — not what the other person actually said.
Example:
Your manager says:
"The quality of your last report is lower than what I’m used to seeing from you. I’d like you to rewrite it."
Your brain might jump to:
- "They think I'm terrible at what I do."
- "They want to fire me."
- "I'm a failure."
But what was really said? One report didn't meet expectations. That's it.
Sort the statements below to separate the assumption from fact to find the truth:
"Fact"
- "This report needs to be rewritten."
- "My report didn't meet my manager's expectations."
"Assumption"
- "They think I'm careless."
- "They think I can't write well."
- "I'm going to be fired."
Separate the feedback from your feelings about it. Focusing on the literal words helps you remain calm and explore any opportunities to learn.
Ask, don't assume
Don't guess what feedback means; ask for specifics.
Instead of reacting based on assumptions about what the person giving feedback means, try asking clear, curious questions to understand their perspective.
Try asking:
- “What do I need to do differently to meet or exceed expectations next time?”
- “How will success [of the rewritten report for example, or whatever they’re asking you to do differently] be measured?”
Don't guess what feedback means; ask for specifics. Asking questions about what needs to change and how success will be measured prevents misunderstandings. This approach also shows you are open to learning and growing.
Respond with self-compassion
Feedback is a chance to improve not a measure of your worth.
If feedback makes you feel shame or guilt, try asking yourself:
- “Did I do the best I could with the information and resources I had?”
- “Could I try a different approach next time?”
Even if the feedback is unclear or unfair, you can respond calmly by asking questions. You don’t need to agree with all feedback to learn something from it.
Take action
The best response to feedback is a thoughtful next move.
The next time you receive negative feedback:
- Pause and notice any assumptions you’re making
- Focus only on what was said
- Ask clarifying questions
- Decide if there’s anything you can learn or do differently
Feedback can be challenging, but it doesn’t have to be. When you focus on learning rather than reacting, you can gain control and grow with confidence.
Knowledge check
See Responses below to see the answers to the following 3 questions.
- You hear: “Your coworker finds it hard to engage you in problem-solving.” What’s the most helpful response?
- a. “They think I’m antisocial.”
- b. “Nobody likes working with me.”
- c. “Can you help me understand what kind of engagement would be more helpful in those situations?”
- d. “I’m bad at teamwork.”
- According to the content, what is the most productive way to view negative feedback?
- a.As a direct criticism of your personal abilities.
- b.As information to be considered.
- c.As a sign that you have failed.
- d.As an absolute truth that must be acted upon.
- What is the primary purpose of asking questions like “How will success be measured?” after receiving feedback?
- a.To challenge the person giving the feedback.
- b.To delay having to take action on the feedback.
- c.To gain clarity and avoid misunderstanding what needs to be done.
- d.To show that you already know what to do.
Responses
- c. Instead of reacting based on assumptions about what the person giving feedback means, try asking clear and curious questions to understand their perspective. This approach helps prevent misunderstandings and shows that you are open to learning and growing.
- b. Even if the feedback is unclear or unfair, you can respond calmly by asking questions. You don't need to agree with all feedback to learn something from it.
- c. Don't guess what feedback means; ask for specifics. Asking questions about what needs to change and how success will be measured prevents misunderstandings.
Tip sheet and resources
- Interpret negative feedback accurately webpage
- Interpret negative feedback accurately module
- Interpret negative feedback accurately | PDF
- For more Microlearning modules like this one
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