Constructive criticism is an invaluable skill for any employee, whether its purpose be improving productivity, fostering relationships or ensuring project success - receiving feedback can only serve to strengthen this essential ability.
However, when delivered improperly it can be damaging. Here are some suggestions for providing constructive feedback: Be specific.
Be Specific
When providing constructive criticism, it is vital that specific examples of behavior in question and actionable advice are given for improvement. In contrast to destructive criticism which solely addresses negative aspects of performance without providing assistance for positive change; this type of feedback lowers morale and may lead to distrust among employees.
When providing constructive criticism, begin by emphasizing positives before moving onto areas for improvement. That way, the person receiving your feedback has an understanding of why and how you are giving feedback on them.
This method of delivery, known as "feedback sandwich", is popularly utilized within Toastmasters and corporate cultures alike as an effective means of giving constructive criticism without overwhelming recipients.
Be Timely
Timely constructive criticism has the greatest potential to have a positive effect on its recipient, helping identify areas for improvement while encouraging positive behaviors and supporting personal development.
Destructive feedback focuses solely on negative aspects of performance without providing encouragement or support to help employees improve. This form of criticism can lower morale and create employee retention challenges.
Keep in mind, however, that not every behavior warrants feedback. If an issue has been ongoing for an extended period, monitoring progress and addressing it when necessary might suffice instead of formal feedback sessions. Furthermore, make sure to incorporate as much positive remarks as possible into the feedback sessions to avoid possible backlash against positive remarks made in feedback sessions.
Be Honest
When providing constructive criticism, it is crucial to remain both honest and fair. For example, if an employee has consistently arrived late for work, you must determine whether this constitutes cause for further feedback or not.
If the answer is "yes", make sure that any feedback given is based on observed behavior rather than personal criticism of an individual. Additionally, try mixing in both praise and constructive criticism to create what's known as the "feedback sandwich" approach.
This will let the recipient know you respect and value their contributions, and can help them be more open to receiving criticism in an encouraging environment. This can have great results!
Be Empathetic
Empathizing with those you are providing feedback to is key for providing effective advice, particularly when giving constructive criticism; it is also crucial that you reflect upon why you are having this dialogue.
Avoid personal attacks, and focus instead on actions rather than personality traits or motivations when offering constructive criticism of someone's behaviour. This will make it easier for them to comprehend that criticism isn't directed against them personally and be more successful in helping change occur.
Balance feedback by sharing positive points as well. This will reassure recipients that they are valued and supported, and motivate them to act on areas needing improvement - all while keeping them from feeling overwhelmed or discouraged.
Be Positive
Constructive criticism is essential to maintaining workplace morale; however, for it to be effective it must promote positive growth rather than be destructive and break trust between coworkers.
Avoiding the common "sandwich method" used to give feedback (positive, critical and back again), make sure each criticism includes examples of where someone excels so they can focus on refining those skills even further.
Be sure to close your critique on an upbeat note by thanking the individual for their hard work, leaving them with more of a positive outlook for the future while opening them up to further feedback in future meetings.
