If it's a 10, give a 10

One of two things is happening here, and I'll let you decide which:

She has mentally checked out. She's heard you, filed it under 'not worth my emotional energy,' and moved on. She doesn't seem to care because, well, she doesn't. This might be a sign she's disengaged from the task, the role, or even the company. You could try a direct approach: "I'm getting the sense this feedback isn't landing with the weight I intended. Is this something you feel invested in solving?"

You weren't as clear as you think you were. You were so focused on being kind and diplomatic that you wrapped the tough feedback in so many layers of fluff that she just heard the fluff. This is where it is worth confirming understanding: "Just to make sure we're on the same page, could you play back what you've heard and what the key takeaway is for you?" It feels awkward, but it's brutally effective at revealing what they actually heard versus what you thought you said.

There is, of course, a third option where she's just missed the memo and thinks you want relentless positive energy- but it's unlikely. My money's on one of the first two.

It's that sinking feeling when your 'Great job!' turns into a 'What on earth is this?' from your boss. Don't beat yourself up too much.

Be honest with yourself: Did you give it a proper look, or was it a quick glance between meetings? We've all done it. If you rushed it, just acknowledge that to yourself and commit to giving more focused time in the future.

Was it really your fault? Are you sure it was your feedback's fault? Or are you just the easiest person to blame (including by yourself)? Sometimes 'terrible feedback' from up the chain is less about the quality of the work and more about a senior person having a different strategic priority, a bad day, or just wanting to put their own stamp on it. Don't automatically assume your initial assessment was wrong.

Get back in the trenches: Your next move isn't to hide in a corner. It's to go back to your team member and say, "Okay, that didn't go as planned. Let's look at the feedback together and work out how we address it." You're not just a feedback-giver; you're a collaborator. Getting in the trenches with them now to fix it will rebuild trust tenfold and show you're a true partner, not just a pass-through.

Remember, these moments are how we all learn. Don't let it stop you from giving praise, just maybe add a "looks great to me, ready for the next level of feedback!" next time.