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Where possible get them to share their feedback about you and your brand in writing, video or social post – the ultimate aim is not to great customers but RAVING FANS!
More than your point of view: A good coach will tell you that his or her approach includes gathering feedback about you from those who work with you most and 'patterning' that feedback to draw a clear picture of how you're seen by them, and then working with you to decide the areas where the two of you can have the greatest positive impact on how you're viewed, your capabilities and your success.
Avoid waiting for them to post feedback about you.
It's better than trash talking, and making people leave bad feedback about you.
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If you can't find these people in your organization (and many leaders cannot), look elsewhere in your personal network for those who will both listen to your frustrations and give you honest feedback about how you're being perceived when you show your emotions.
But at your current job, you've received no feedback about anything you've done since you started.
So how can you sort through the welter of messages you get when you seek out feedback about where you need to improve?
You write that, when you were blogging, you got such negative feedback about that, you stopped for a while.
It's feedback about how you are, as opposed to, you know, exactly what you're doing and what you need to change and how you can improve.
This will allow you to receive feedback about things you may not notice yourself and also to see if any problems are consistent in different environments.
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Since I tried Ludwig back in 2017, I have been constantly using it in both editing and translation. Ever since, I suggest it to my translators at ProSciEditing.

Justyna Jupowicz-Kozak
CEO of Professional Science Editing for Scientists @ prosciediting.com