Receiving negative feedback from a boss can elicit strong emotions, as well as difficulty in understanding and processing the message, but there are ways that one can navigate his or her emotional responses, three bestselling authors wrote in Fast Company.

Emotions at work experts Mollie West Duffy and Liz Fosslien, along with feedback at work expert Kim Scott, identified five key steps to take when one receives poorly delivered feedback: "name your emotion"; "separate the wheat from the chaff"; "reward the candor"; "offer feedback on feedback"; and "fish or cut bait." They then suggest how to apply these steps in the face of three common types of poorly delivered feedback.

The first type is obnoxiously aggressive feedback, such as yelling or using disparaging language. This usually induces feelings of anger, fear, defensiveness and anxiety. In addition to taking the five key steps, the authors recommend that employees elevate the situation if their managers are bullying or verbally abusing them at work. This behavior is also a sign to start looking for a new job.

The second type is manipulatively insincere feedback. Some managers may say things they don’t really mean. Others may engage in passive aggressive behavior, or they may praise workers to their face but criticize them behind their back. Such people may be worried about their own reputations rather than helping workers to improve.

The third type is ruinously empathetic feedback, in which managers are so worried about hurting their employees feelings or offending the employees that they won’t tell them what they really think. They care, but they’re not challenging the employees. Such a situation helps neither the leader or the employee.

“It’s difficult to manage your feelings when getting feedback that feels too harsh, overly nice, or somehow dishonest,” the authors conclude. “We all struggle with feedback, so extend a little grace to yourself for having strong emotions, and to the other person for initiating a difficult conversation.”