Here's how you can effectively respond to criticism or feedback from your boss in the R&D industry.

Listening is the best tool to understand the feedback. Keep calm and listen. Note the feedback and never respond immediately on feedback. Take your time and discuss with your boss after you are prepared to discuss feedback.

In R&D, the boss is not just some random manager, but usually an eminent scientist or at least someone well versed in the field. 1) Listening is the key here. Listen to their perspective and understand what is the argument against (if so) your work. 2) Think clearly. Take time, don’t be under pressure to respond immediately. Analyse if they’re right and try to run all cases you’ve thought through for your solution against theirs, if there is another solution they’re suggesting. 3) If you have a counter argument where your solution could work better or at least still be valuable, politely express that. If there is a gap that they found, admit it. Usually R&D bosses are no-bullshit in my experience, so don’t beat around the bush.

You’ll most likely have a boss who either hates, dislike or love you. Either of the three, these are how you can tackle such issues In a case of feedback (positive/negative) -Listen attentively to the feedback -Resist the urge to talk back immediately -Agree to upgrade yourself and learn more -Work harder and be more proactive in your dealings In a case where there is criticism or hate -Put God first, pray about everything -Be hardworking so the reason for the hatred is not viable. -upscale your skills, learn new and relevant things related to your work. -apply your learning into your work. -apply to other Jobs 😝😀 Follow me for more tips 🙌

Active listening is of course a must but it goes beyond that. When receiving feedback, seek to understand. Ask questions to understand the context, understand where the other person is coming from, and truly understand the root of the issue.

For me most important is to listen unbiasedly to what is being said without interjecting. Carefully analyzing to figure out the possible reason why its been said & instead of going on backfoot to give reasons or on front foot to counter/object, its best to react after a gap after careful assessment and with the right points. Also, at most times its ok not to react. Its better to take counter measures & not to take it heart or personally.

Active listening is essential in the R&D department. It is important to recognize and understand different engagement styles, such as task-driven, goal-driven, vision-driven, and people-driven, in order to effectively respond to the speaker's requirements and achieve your objectives.

First do your best, accept your seniors suggestions and move forward with your skill set to achieve goal. Motivate your team and keep yours and team's moral high to attain cumulative success!!

Effective way to respond to feedback from your boss in the R&D industry: Listen: Stay calm and attentive. Acknowledge: Thank your boss and summarize the feedback. Clarify: Ask for specific examples if needed. Reflect: Accept responsibility or explain your perspective respectfully. Plan: Outline steps for improvement and request support if necessary. Follow Up: Keep your boss updated on your progress.

Ich würde hier gerne den Begriff Chef, bzw. Vorgesetzter durch Kunde ersetzten. Das nimmt etwas Spannung aus der Sache und macht auch klar was eigentlich zählt. Egal was man abliefert, es muss die Bedürfnisse des Empängers treffen, gerne auch übertreffen. Ihr Chef ist nichts anderes als ihr Kunde. Also nehmen sie wahr was er benötigt oder überzeugen sie Ihn von Ihrem Weg.

This is one of the most important parts. You have to understand where you need to improve and how. It's essential to discuss your doubts, even if you feel afraid. A good manager will give you a clear indication and clear your doubts. Make sure that you have learned from your mistakes and make adjustments to your actions in future.

come as a contributor craving focus, not a complainer craving less work. A contrasting statement clarifies what you don’t intend and what you do intend. If more clarifications are needed, Then , proceed this way. Ask --> what is the measurable outcome you are looking for and by when?. Ask --> Can you clarify for me the next action you think, I should take to get moving on this new directive? . Ask --> When you say that you’d like to see, please clarify for me exactly what that would look like .

When you're not sure 😕 of anything, seek clarification, by asking questions. 🙄 It is best to ask, then to pretend. At the University, it is the new paradigm shift, in the knowledge creation process, 👌 which determines the number of weeks credit and it's final outcome. Apart from the R&D, there are cross cutting issues too, such as the data corroboration, events planning, managerial updating etc, etc, that determines the overall functional efficiency, of your entire work. When seeking answers to your worthy course, it helps in providing you 😉, with a much broader spectrum of understanding and resilience, among other things.

1. **Active Listening**: Fully engage with the feedback. 2. **Resist Defensiveness**: Avoid the impulse to defend your work immediately. 3. **Understand the Perspective**: See things from your boss's viewpoint. 4. **Acknowledge Concerns**: Show respect and openness. 5. **Clarify Misunderstandings**: Ask thoughtful questions to ensure understanding. 6. **Collaborative Tone**: Promote cooperative discussion. 7. **Improvement Focus**: Feedback aims to enhance the work, not to criticize personally. 8. **Engagement and Commitment**: Actively seek clarity to show dedication. 9. **Prevent Future Errors**: Clarifying doubts helps avoid assumptions and incomplete information.

Once you have listened, and adjusted your thinking of solutions to your problem, ask questions to your boss like 'what if we do this' or 'what if we optimise like this'. This helps you and your boss to understand if you grasped the whole story (both science and business). Don't be afraid - a good boss will guide you, not put you down.

"Aclarar dudas" es una práctica esencial en cualquier entorno, ya sea laboral, educativo o personal. Al aclarar dudas, se busca obtener información adicional, resolver incertidumbres o confusiones, y garantizar una comprensión completa de un tema o situación específica. Esta práctica promueve la claridad, la precisión y la efectividad en la comunicación. Al hacer preguntas para aclarar dudas, se facilita la toma de decisiones informadas, se evitan malentendidos y se fortalece el aprendizaje y la colaboración. En resumen, aclarar dudas es un paso fundamental para garantizar la comprensión mutua, la transparencia y el éxito en cualquier interacción o tarea.

R&E projects are made up but different stages, it is important to be clear is the feedback is relative to skill o deliverables, it would help to ask for examples of what you should improve and commit to showing interest and availability to improve

Asking thoughtful questions is a key part of active listening, and it builds on the other techniques we discussed. Here's why seeking clarification is so important: 1) Ensures Understanding: Sometimes things get lost in translation, even with the best listening efforts. Asking clarifying questions helps avoid misunderstandings and ensures you're both on the same page. 2) Shows Engagement: Thoughtful questions demonstrate you're truly interested in what the speaker has to say and want to grasp the full picture. 3) Encourages Elaboration: Clarifying questions can prompt the speaker to elaborate on specific points, leading to a richer discussion and a deeper understanding of their perspective.

Always! Always clarify your doubts before proceeding for some important R&D experiments or work. Understanding the feedback completely is an important task.

In the fast-paced world of R&D, assumptions can be costly. Clarifying feedback is not a sign of weakness but a strategic move to ensure alignment with project goals and expectations. As an industrial engineer involved in numerous projects, I've seen firsthand how misunderstandings can lead to delays, rework, or even project failure. By proactively seeking clarification, you not only mitigate risks but also demonstrate your commitment to delivering high-quality work. This is particularly crucial in R&D, where the margin for error is often slim and the stakes are high!

take a moment to evaluate all the strengths and opportunities to analyze which is needed to improve and generate your plan of development to close your gaps in a future.

Una actividad introspectiva que implica examinar y analizar detenidamente nuestros pensamientos, emociones, creencias y experiencias. Al hacerlo, se busca comprender mejor quiénes somos, por qué actuamos de cierta manera y cómo nuestras acciones impactan en nuestra vida y en la de los demás; permitiéndonos tomar conciencia de nuestros valores, metas y motivaciones, y nos brinda la oportunidad de identificar áreas de mejora, fortalezas y oportunidades de crecimiento personal. Es un proceso enriquecedor que nos ayuda a tomar decisiones más conscientes, a aprender de nuestras vivencias y a cultivar la autoconciencia y el autoconocimiento. ¡La reflexión profunda es una poderosa herramienta para el desarrollo personal y el autoempoderamiento!

Reflecting on feedback in the R&D environment is crucial due to the emphasis on problem-solving and critical thinking. By analyzing criticism objectively, you can determine its relevance to your project's goals and your personal development. This introspection helps you identify patterns in your work habits and processes, enabling you to make constructive changes. These adjustments not only enhance your current project but also prepare you for future R&D challenges, fostering continuous improvement and innovation.

Take a moment to analyse all the aspects of the feedback. Introspect your work habits and processes. Also think before you do or act in future

Reflecting is so important. After a 1-2-1 with my boss, I don't immediately make plans and adjustments. I think about it - sit in the coffee room and ponder, or think about it overnight. This is when I find the simplest of solutions- pleasing both the science and the business side of R&D.

Before acting or sending orders down the team line. It is best to re-evaluate the current results, strategy that led to the unsatisfactory criticism in respect to current objectives and opening oneself to new pathways and how to utilize/adjust/improve them to address feedback concerns without overburdening yourself or your team. By objectively evaluating the situation in multiple stages and multiple times, this process opens up new ideas and pathways which directly impact micro-goals and macro-goals. These need to be assessed regularly as R&D direction can change at any time and understanding better and better what led to the criticism will permit you to prepare and implement change(s) for a successful result.

Aclaradas todas las dudas, la reflexión es posible que implique estudio aprendiendo de otros investigadores, incluso de campos diversos con otras perspectivas que pueden ver los problemas y las soluciones de forma diferente, es facil que eso induzca a replantearse el camino a seguir diferente del que se planteó al inicio. Comunicar y compartir estas nuevas ideas y cambios con el equipo antes de iniciarlas

Man sollte sich immer wieder reflektieren ob mit oder ohne Feedback anderer. Aber erst recht dann! Handlungsweise und Spracje sollte im ständigen Fluss der Weiterentwicklung sein, dafür benötigen wir Selbstreflektion und Feedback

I think in R&D industries, it is important to take time & reflecting deeply on feedbacks from your boss & it typically involves taking time to thoroughly analyze the criticism, considering both the technical & contextual aspects. You can Start by reviewing the specifics of the feedback, such as data or methodologies in question, & assess how they align with current industry standards & project goals. Consider the broader implications of the feedback on your work & the project’s overall success, identifying any recurring patterns or systemic issues. It is good to Reflect on your own actions & decisions that may have contributed to the criticism or feedback, & think about possible improvements or adjustments you can make in those decisions.

After actively listening to feedback and seeking clarification, developing an action plan is crucial. To create an effective action plan in the context of R&D, I would analyze the feedbacks, start crafting specific actions, assign ownership and resources, and establish a timeline.

Creating an effective action plan for Research and Development (R&D) involves several steps to ensure that objectives are clearly defined, resources are properly allocated, and results are measurable. There are some concise steps for an action plan such as define objectives and goals, conduct market and technological scouting, resource allocation,project planning and prioritization, execution, evaluation and adjustment,documentation and knowledge management,motivation and teamwork,commercialization,continuous Improvement. By following this structured action plan, you can ensure that your R&D efforts are efficient, goal-oriented, and yield meaningful results.

Planning SMART action after receiving Criticism or feedback involves first identifying specific areas for improvement based on the feedback. Break down these areas into actionable steps, such as revisiting test protocols, enhancing data analysis methods, or improving team collaboration. Set clear, measurable goals for each step, ensuring they align with industry standards and project objectives. Prioritize these actions based on their impact & feasibility, and allocate necessary resources, including time and personnel. Communicate your plan with your boss and relevant team members to gain their input and support, ensuring everyone is aligned. Finally, establish a timeline for implementation and regular checkpoints to monitor progress.

Make plans and identify the correct approach to deal with your feedback. My creating your plans show your boss that you have taken all the feedback positively.

I always suggest don't share your plan of actions until you make a plan b in life because people always try to pull our legs back and get benifited out of the situations.

the plan of development will have action plans to close gaps of soft and technical skills and set meetings with your leader to track your improvement and advances, recognize your own progress.

result-drivenness means to use all resources to achieve the end goal in the most suitable way for the stakeholders, so feedback is crucial to update plans, make sure everything is according to needs and the result actually works in the manner it must, this is after all just the C (check ) in PDCA regardless of agile or conventional mode.

Planning actions is crucial in responding effectively. Here’s how to plan actions: Dissect feedback and identify the key areas of concern or improvement. Understand the broader context of the feedback i.e., is it about technical skills, project management. Set SMART goals to address the feedback. Prioritize the areas that need immediate attention. Develop an Action Plan outlining the actionable steps to achieve each goal. Create a timeline for when each action will be completed. Identify training workshops that can help you improve in the areas mentioned in the feedback and Seek Mentorship. Schedule regular progress reviews with the boss and be prepared to adjust the plan based on the feedback received.

Responding effectively to feedback calls for professionalism, open-mindedness, and transparent communication. Consider criticism as a chance for growth and improvement. To understand your boss's perspective fully and avoid misunderstandings, engage in active listening. If you're not sure, ask politely for clarification to demonstrate your engagement and commitment to finding a positive solution. Show maturity by acknowledging the veracity of the criticism. While respectfully expressing your viewpoint, concentrate on finding solutions. Follow up with your boss to update them on progress and take concrete steps to implement feedback and incorporate any suggested improvements into your work.

R&D science often involves other scientists and other departments. Remember: your research is for product development and this means the business people are also very interested and invested. Communication of your project and time lines is very vital between colleagues, bosses and investors. A scientist might feel alone, but you are not. What you do on a daily bases does affect others.

My opinion is that of a boss. You must make your subordinates feel that any project developed in the institution implies a win-win for everyone. Not only for the boss or the institution, but also for them.

Effective communication is key. Responding to criticism or feedback effectively involves a combination of active listening, emotional intelligence, and proactive improvement. By handling feedback constructively, you demonstrate professionalism, a willingness to learn, and a commitment to personal and professional development, all of which are crucial in the R&D industry.

Responding to feedback with a composed and professional demeanor demonstrates emotional intelligence and maturity. It showcases key soft skills such as effective communication, adept management, collaborative teamwork, and strong leadership, all of which are indispensable in a workplace setting. Regardless of whether the feedback is positive or negative, reacting impulsively is unwise. Instead, it's advisable to listen attentively, take a moment to reflect, and then offer a constructive solution or seek guidance. Expressing gratitude for the feedback also fosters a positive working environment.

Send an email: “I heard your concerns, I plan to do a), d), and c) to address them. Does that sound reasonable to you, and do you have additional suggestions?” Make them feel understood and acknowledged.

Clear communication is key. When providing feedback in the dynamic R&D environment, encourage clear communication from your team. After you've shared your insights, ask them to summarize your key points. This confirms their understanding and allows for clarification. Next, listen as they explain their thought process behind the approach. Did they consider your points? Perhaps there were limitations they faced. Finally, encourage them to ask for suggestions on improvement. This fosters a collaborative spirit and shows their openness to your expertise. By prioritizing clear communication, you can work together to refine ideas and achieve the best possible R&D outcomes.

What I would like to add is: Don’t be one of those R&D engineers, who only sits at his/ desk and does the work on CAD/CAM only. Do go to the site, interact with production and quality and be spend some time in the real world where everything becomes real.

Feedback is a gift. The feedback giver cares about you and your development. Asking for assistance and support is one of the strongest ways to show that you not only accept it, but you care and want to use it for your professional development.

Research is difficult to be done without proper support. So, we can ask the boss for support on facilities, funding, resources and infrastructure to address their feedback. Most of the times, the issue can be resolved with more technical or non-technical support. The two-way support and hardwork can help to resolve the situation.

Es fundamental apoyarnos en trabajos de investigación de otros profesionales afines a nuestra disciplina, ya que esto nos permite comprender y aprovechar sus conocimientos y experiencia para mejorar nuestro trabajo. Además, al hacerlo, estamos contribuyendo a la creación de un ambiente colaborativo en el que el intercambio de ideas enriquece el desarrollo profesional y académico.

Directly ask your manager after the assignment of tasks and periodical update meeting "Who's a good backup" or "Who's the go-to", when you are new to the project. This builds a good knowledge reference map of the team quickly, that you can utilize very efficiently. It also allows for interactions across your team to be integrated into your process and it helps to collaborate before the inevitable crisis or push causes alternative groupings by managers in certain sectors of the R&D industry.

The continuing of your professional development in an efficient engaged and active state throughout your career is achieved by it being guided by feedback. It allows you to develop new skills that are applicable immediately and enhance your performance. Seeking out additional sources of feedback is a skill set in itself and has to be honed and strengthened by repeated use. You develop both in its capability and the guided additional expansion of capabilities it brings each time when there are support elements to guide you.

Tener referentes y buscar apoyo, saber aprovechar la experiencia de los demás es un plus, para ello se requiere mucha escucha, buena comunicación, empatía, no sentirse atacado ni atacar, escuchar los argumentos de otros investigadores. Es difícil encontrar líderes humildes a quienes seguir y de quien aprender, pero esos son los buenos.

You must consider the nature, quality, and style of your boss when deciding whether to accept or reject the criticism, or seek a new job. If you have made a mistake you must accept that and solicit guidance, if you haven’t figured it out already, on how to avoid that in the future. But let’s not pretend that all bosses are competent and altruistic and not jockeying for position in a political organization more concerned with who’s in power than business results. If that’s the situation you are accused of getting business results by going against the grain at the expense your bosses get along political ambitions, just tell him (or her) to bugger off, go get a job with a competitor, and take away their business. You’re not a slave.

All the advice provided in this thread is excellent. I would only add one thing — be sure to say Thank You to your boss for providing the feedback. Thoughtful feedback on how a person can improve is among the greatest gifts one can receive or provide.

Before anything happens, before having to argument, you should think about what you are doing, your personal goals, your personal perception of reality, allowing all the complexities that you could identify to enrich your knowledge about what you are doing (R&D you are contributing to), beyond the definition of your formal job. Once you figure it out, you should be certain of what you are building, in what complex and long-term vision you are within. So, when trouble or questioning comes, you wouldn't be based on the tasks of immediate definitions of your job, you will have a long-term and large-scope perspective in what you are doing, so either you have mistakes or assertions, you will evaluate them within your complex vision.

Tu jefe está ahí por sus conocimientos y experiencia, aprovecha al máximo la oportunidad de aprendizaje. Abre tu mente a diversos puntos de vistas y practica el ser asertivo al exponer tu punto de vista. Al final forman un equipo de trabajo

Boss has higher and wider view which clear aim and challenges from other perspective. We must make our detailed research puzzle in same boss way by listening, understanding, proofing, and providing best result.

Recordar que independientemente como se nos hayan expresado las críticas, nuestra actitud mejor que sea de colaboración, las dificultades pueden verse como paredes a escalar en vez de atravesarlas y para ello necesitamos los puntos de vista de todos los involucrados.

It is important to highlight that, if the feedback crosses the line of respect, such as containing racist or gender-biased remarks from a superior, again, it's important to remain composed and not react impulsively. In such instances, maintaining composure and promptly reporting the incident to relevant authorities, such as NGOs specializing in human rights or gender equality, is crucial. Seeking support and formation offered by organizations dedicated to addressing such issues ensures that appropriate action is taken to address any misconduct while protecting one's rights and dignity.

Surtout , dans le cas où vous n’avez pas réussi à convaincre comme vous l’auriez souhaité, même si moralement ça peut être dur sur la moment , continuez à persévérer et à reprendre vos esprits pour poursuivre vos recherches

Criticism remains a part of life, almost a can't do with out when coexisting in any space you find yourself. Irrespective of our corporate, social and environmental activities, or status. But then, in a work settings where you have to deliver on certain projects, particularly RnD, understanding the scope of task at hand is key to attaining the expected goals. With this when feedback comes in, it helps for smooth execution. One thing for sure, there is also pressure at every of this stages. What is most important is focusing on the positive sides of the criticisms as in there lies the succeses of every research and product development.