To be struggling with constant 'constructive' criticism in new job?

[giveupp]

I've started a new job (I'm 4 weeks in) and it's going fairly well, but I'm really struggling with how much negative feedback I'm getting on my work. It's quite a detailed orientated role, and I've been doing things following the guidelines but yet are so many comments on my work on things I've not done correctly.

Lots of it are things that would be impossible for me to know (like client preferences for documents) or specific things that the senior manager wants done (like different font sizes in different sections of a table rather than all the same). Other things are just things I've gotten wrong despite my very best efforts.

I've been looking at colleagues work and they get similar feedback but the senior management just make the changes themselves, whereas they've been adding numerous comments to my work with critiques. I know it's to help me learn but I'm finding it has just knocked my confidence and made me feel really rubbish

I'd offer to write the style guide based on what you have picked up so far, discuss it with your line manager and then send it around the team for comments.

Great advice

Agree but at 4 weeks in there is going to be micromanagement until things are learned.

It’s not criticism, it’s teaching. They don’t do for the other stuff because they should know already. Worry if you keep doing the same things wrong because then it’s a problem.

Yeah, this is a great idea. Invoking the harassment policy a month in - it can’t fail!

Why not kick the boss in the cock and tell him his wife’s a fat old slut while you’re at it?

Can no one on this thread use the correct 'you're' ??

Small companies with low staff turnover can be like this, people get very set in their ways and forget "how we've always done it" isn't a universal constant.

I think if I were you I would be treating this feedback like an information gathering exercise and compiling all these little things into a document: it would make me feel more in control, it would demonstrate to them that I was being proactive about my own training, and if things did turn shitty it would be a useful piece of evidence in my defence.

As others have said, this sounds more like them helping you learn rather than criticism. I think it would be helpful to reframe it in your minds and turn it into a "what I wish I knew as a new starter" document which you can share with your boss. I'd be so happy if one of my direct reports did this and think highly of them.

To minimise the feedback after doing the work, could you request more guidance before beginning? So if you're producing something for a client, ask your manager if the client has any preferences or things they don't like before starting the work.

Red flag! Flag on the play! Toxic workplace! Send that resume and GET OUT!

im 10 weeks into a new job and it’s the best place I’ve ever worked. Def honeymoon phase, but you should not be dealing with these feelings this early. Keep looking!

Sounds like my job. Boss gave me all this constructive criticism but honestly it just came across as picky.

My tip is to get through the training part of the role, demonstrate you can do it, then they will leave you alone.

But to add, I do understand how you feel.

I find feedback hard to take, it's something I have to actively work at constantly and I've been in client facing roles for 15 years.

If I feel negative emotions bubbling up, I remind myself they're saying it so the work can be better and I can learn. If I notice myself responding defensively, I stop talking, reframe my thinking, and if necessary acknowledge to the person I was being defensive but will take their feedback onboard.

It is really hard, but it makes a world of difference to your working relationships and gets you further ahead in the long run.

How would you like the management to communicate feedback and corrections to you so you don’t feel criticised?

All of the people reviewing my work have been at the company for years and they have lots of inside knowledge that's not documented anywhere for me to be able to consult.
^

This. This is so important, and definitely point it out. You've been there four weeks!!!

Sorry, not sure why it quoted motheronthendance floor too. Disregard that bit please

You risk coming across as whiney if you point out the obvious. Better to ask your manager for general feedback on how you are getting on, are you developing as they would expect, are they happy with your progress, what should you do more of/less of. Seek guidance not excuses.

Seek guidance not excuses.

^

That's what the op has done, but it's not working out too well for her from the looks of it...

Sorry I must have missed the bit where she has sought guidance - I have only read about the feedback she has got on documents that she's not too keen on getting - not her asking for guidance on how she can improve on this from her manager's pov - I see her asking for guidance on here, is that what you meant because we don't pay her salary, it's not us she needs to please.

If they're genuine and not complaining about you behind your back give it time...
Unless you're asking because you want to leave

Personally I hate "detail orientated ' jobs. I worked for a kitchen company and most of them were women who accepted being paid a very poor wage

@giveupp do you get any positive feedback at all or just constant criticism?

Reframe it as training, as that’s essentially what it sounds like. They’re not criticising you, they’re training you in your role. And if you’re trusted to make the edits yourself where other colleagues aren’t, that’s fantastic and shows you’re progressing.

This.

id ask for a meeting with my manager. I’d say first “I’m getting loads of feedback to point out errors in my work. Thanks to everyone to take the time. However I’m concenred that all this stuff is not documented anywhere so I was able to have got it right first time, without these managers/clients wasting their time on feedback. Have I missed something where all this stuff is written down?”
ifvthey say no, then I’d add “would it be helpful for the next new starter if I began to collate all these amendments into a single specification or training document so the next person doesn’t have to learn by trial and error?

you make you point. It’s constructive and offers company chance to rethink the sheer amount of stupid time wasting non value adding activity it’s doing by senior people correcting juniors work. It makes clear statement that your errors are due to lack of training or documentation, and you’re offering a a solution.

then make sure you document in email a summary of conversation. Send it to boss for his record with “this is what we agreed”. That covers you form PIP or failure of probation as shows you have tried to offer solutions.

if they say it doesn’t need documenting, or can’t be. Look for a new job. Means they’re making it up as they go along, and you’ll never have a piece of work that doesn’t get corrected. And that means they’ll probably go bankrupt eventually anyway 🤷🏼‍♀️🤣🙄

That covers you form PIP or failure of probation as shows you have tried to offer solutions. Until you have been employed with the same company for 2 years they can sack you at any time for any reason as long as it doesn't breach the Equalities Act.
Offering solutions doesn't cover anyone - especially in the first two years - better to try to understand where you are going wrong and fix it - if you are resorting to arse covering better to move on.

I’d also add some wise words I once read years and years ago, OP, around how to handle feedback

“if you get negative feedback you don’t have to take responsisiblty for what happened, but you do need to take accountability for fixing it, “

what this does is focus on the “so what now” not what happened. Often feedback is a matter of opinion or personality. It is often a case of “it takes two to tango. If you take accountability to fix it , it actually drives you to go directly to that person and ask then how can you fix it and ensure it doesn’t happen again.

For instance, have you been and asked for time with each persn giving you feedback and asked them what you need to do to enable them form not having to correct you? face to face? Ask them what they want you to stop, start and continue doing. You don’t have to say sorry, or accept responsisiblty thst they “had” to correct you, or even it was your fault. It’s partly their fault becuase it’s not exactly clear. Don’t say that. Just stick to the “hi im wanting to understand more about the feedback, can I discuss this with you. I want to stop you having to do this- what do you want me to do”. Just having that 1:1 forges a stronger relationship, and means you’re not the nameless newbie they can be offhand with.

But, at the end of the conversation, and this is really important, ask them if you can come back to them in a few weeks with a follow up conversation around if things have improved .
This then ties them into being part of your development.
and then thank them for their time

it is very easy for people to give feedback. Asking them to give you actually development pointers, the “stops, starts, continues” means they have to think . It is very hard for people giving you feedback to say they won’t or can’t help you develop- it means they’re only criticising you and not trying to help improve company performance not a good look for them. And gives you a door entry straight to HR

Was the job new/created or have you taken over for someone else ?

I'd address it head on if possible request further training days (paid) or that feedback be allocated to a specific time (once a week)

Maybe ask them if there is a list of these "guidelines" as you are feeling worried you may be missing something due to all the feedback you're getting. This could put the bull in their court and make them realise they're in fact the disorganised ones making you feel bad for no proper reason!!!