216. HOW DO YOU MANAGE CRITICISM? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - Carew

216. HOW DO YOU MANAGE CRITICISM? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Olofofo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration - Profesor Jack - E go beta 

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In the UK labour market, criticism frequently arrives indirectly. You may not hear an explicit denial. Instead, you hear nothing. Applications remain unanswered. Interviews end pleasantly without any follow-up. When feedback is provided, it is brief and not specific. This stillness can convey a sense of judgement. Many laid-off workers take it personally, believing that their talents or experience are no longer relevant.

The first step in dealing with criticism is to recognise what it is. Much of what appears to be criticism is actually information rather than an opinion. A refusal does not mean you are unemployed. It indicates there was a mismatch. Timing, internal candidates, budget changes, and automatic filtering mechanisms could all have played a factor. Without this perspective, criticism becomes a narrative you tell yourself rather than a signal you examine.

Internal criticism is often harsher than anything external. Redundancy can trigger a loop of self blame. You may replay past decisions, wondering if you should have seen it coming or prepared better. This kind of thinking feels responsible but rarely produces solutions. It drains energy and delays action. Learning to interrupt these patterns is essential.

External criticism varies in quality. Recruiter feedback can be useful if it is specific. Vague comments like not the right fit offer little value. Useful criticism points to skill gaps, experience misalignment or interview performance. The difference lies in whether it gives you something actionable. If it does, use it. If it does not, let it go without over interpretation.

One mistake many redundant workers make is trying to please every critic. You adjust your CV repeatedly based on conflicting advice. One person says shorten it. Another says add more detail. You chase approval rather than alignment. This leads to confusion and inconsistency. Instead, anchor your decisions to your target roles. Criticism that aligns with those roles deserves attention. Everything else is optional.

Emotional regulation plays a major role here. Criticism hits harder when you are tired, stressed or financially anxious. Building routines that support mental stability helps buffer impact. Regular movement, structured days and limited exposure to negative conversations all contribute to resilience. This is not avoidance. It is capacity management.

It is also important to examine who is offering criticism. Some voices come from experience and care. Others come from fear, projection or misunderstanding of your industry. Weight advice accordingly. You are allowed to listen selectively. Respect does not require obedience.

There is also a difference between criticism of your approach and criticism of your identity. Redundancy blurs this line. A rejected application can feel like rejection of you as a person. Separating work from worth is a skill that protects confidence. Your skills are assets, not your identity. They can be improved, adapted or repositioned without diminishing your value.

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