Turning Tough Feedback into Action: 4 Ways

For more than two years, bosses of firms big and small have been demanding more productivity from everyone on the payroll. That’s likely led thousands of managers to give tough feedback to their direct reports—asking them to get work done faster, sell more, spend less, or even be better teammates.

Unfortunately, many people aren’t particularly good at accepting feedback, let alone using it to get ahead. A 2022 poll found that only 14% of employees strongly agree that a performance review inspires them to improve.

That’s a problem. Tough feedback is often about your blind spots. “If you’re not willing to work on those blind spots, it gives the impression that you don’t believe you need to improve, and employers will see that as a detriment,” says Sondra Levitt, a Korn Ferry principal and leadership coach. So how can you turn feedback to your advantage? Here are some expert tips.

Learn a new skill.

It’s not uncommon for a manager to suggest you learn a new skill or earn a certification if you want to move to the next level in your career. Look at it as an opportunity to grow rather than feedback that you’re doing something wrong. Recognize that your manager knows more than you do about upcoming projects and organizational strategy. Your supervisor might help you prepare for a new opportunity that requires proficiency in a new skill, such as effective AI use or a Project Management Professional certification, she says.

You can close a skills gap by offering to lead on a new project that will allow you to develop and demonstrate new expertise, or by participating in an internal or external training program or course.

Be more professional.

Being told by your manager that you need to be more professional or that you need to improve your business communications can sound vague and might leave you wondering what exactly you are doing wrong, says Levitt. Rather than ignoring this feedback, ask your manager for clarification and advice.

For instance, Levitt says, you could ask your boss for an example of a time you didn’t handle a situation professionally: What could you have done differently? Ask your manager if there is a colleague who exemplifies professionalism whom you can observe and learn from, she says. Consider asking your manager to observe you during a meeting and provide immediate feedback on your communication skills.

Take a leading role.

If your manager tells you that you need to take a leading role with your team or on a project, it indicates they have confidence in your abilities, Levitt says. Rather than brush off their comment, take the initiative and let your boss know you want to volunteer to lead the next team project. “You could also work with a coach to develop your leadership skills and an understanding of what leadership capabilities are most valuable to your organization or team,” she says.

Delegate more.

New managers often fall into the trap of micromanaging their staff. But empowering your staff to make decisions is an important leadership skill. If your manager says you should delegate more tasks, start out small and build trust. For instance, ask staff to take the lead on tasks that would not be detrimental to a business outcome. Or ask several trusted staff members to make a few low-risk decisions. Then, as their manager, sign off on their decisions rather than weighing in on their decision-making process, she says.

Learn more about Korn Ferry’s Leadership Development capabilities. 

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