Handle Feedback Productively
Positive feedback is pretty easy to hear. Keep up the good work!
But critical feedback can be harder, particularly from a manager or someone with authority. When you receive critical feedback separate out the feedback you agree with and the feedback you don't agree with.
Now you have two actionable buckets of information to work from.
The feedback you agree with can provide clarity on areas to work on. Work with others (perhaps the person giving you the feedback) on the best ways to improve in these areas.
For feedback you don't agree with you have three options: change your mind, change the other person's mind, and do nothing.
You might talk with your manager or other team members about the feedback and discover there is some validity to the critique and now you have more feedback that you agree with. See earlier paragraph.
Maybe the feedback you received was based on incomplete information, your manager needed to better understand your impact or contributions. It's possible that with discussion and data you can bring people around to seeing things your way. But be prepared to present a strong argument, not just an emotional one.
The last option is to do nothing and ignore the feedback. This is rarely the best option, but it is an option. You should understand well the consequences of this. Will it affect your overall performance review/compensation? Will it require you to change teams or even jobs?
Getting performance feedback can be tough, but figuring out how to make it actionable can be the best way to handle it.