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Let’s face it: Negative feedback on your job performance can be a drag. Who likes to be told that their work could use improvement?

Research published in the Harvard Business Review provides some interesting insight into receiving and giving such feedback. While managers by and large avoided giving negative feedback or praise, employees craved it. And they weren’t looking for platitudes, either—57% wanted corrective feedback versus 43% who wanted praise. Seventy-two percent said that corrective feedback could improve their job performance.

Still, it’s one thing to think about that in theory—and another to hear from your manager, “We need to talk about your performance . . .” If you do find yourself on the receiving end of negative feedback or criticism, here’s how to cope.

I once conducted interview-based 360-degree assessments with three executives in the automotive industry.

Coming in as a third party consultant, I perceived a cautious skepticism from the leaders under review.

I decided, right at the onset, to create an environment conducive to their learning from the feedback they would be receiving. My goal was to help them be receptive to the comments and to avoid the thought that often comes by default when reading negative feedback: Who could have said that?

My clients and I worked together during the first meeting and agreed to navigate the process while bearing in mind the following three principles:

Do you ever wonder why it’s so difficult to give and receive feedback in the workplace? Many owners and managers struggle with pointing out areas of improvement for their employees. Employees, in turn, often have a hard time hearing they aren’t performing up to standards or that some areas of their work could be better.

While feedback can be a complicated subject, it’s also a necessary one. Why? Because effective and honest feedback is key to an engaged workplace. In a survey, 77% of the workplaces with the highest employee engagement were those that employed a consistent method of feedback.