Constructive criticism is clear, actionable, and backed by examples. This type of feedback should not solely focus on negative aspects, instead acknowledging both positive aspects and where there is room for improvement.
Understanding constructive criticism
Constructive criticism is a type of clear, actionable, example-backed feedback that helps an employee improve in some area.
No one likes receiving criticism of any kind, but in the workplace, constructive criticism is often essential for an employee’s personal and professional growth.
To be effective, constructive criticism requires the cooperation of both the manager and the subordinate.
The manager should offer advice with good intentions and, ideally, be prepared to help the employee brainstorm possible solutions to help them improve.
The employee must also develop the mental fortitude to take constructive criticism in the way it is intended.
Constructive criticism is the opposite of destructive criticism – a type of feedback portrayed as constructive criticism but in reality, comprised of veiled negative comments.
Destructive criticism is counterproductive in the workplace and encompasses comments that are:
Intended as a personal attack.
Not specific or actionable.
Hypercritical or pedantic.
Given in public (that is, in front of others), and
Delivered in such a way as to harm the employee’s self-esteem.
How to give constructive criticism
Here is how leaders and employees can give constructive criticism to their respective subordinates and co-workers.
Be aware of the timing
If a leader believes they are in a mental space where criticism could be delivered harshly, it should be delayed until a more agreeable time. Similarly, criticism should be postponed if the employee is stressed or overworked.
Remain positive
Focus on improvements the employee can make and not on what they have done wrong. It is also important to start the feedback session positively by thanking the individual for their contributions.
Use the sandwich method
If an error or mistake needs to be addressed, it can be helpful to compliment the employee on something they have done well, mention the error or mistake with corrective actions, and end on another positive note.
Focus on actions, not people
When the focus is on actions, the person receiving the criticism does not feel personally attacked. Which of these feedback statements do you feel is more conducive to the employee shifting their behavior?
“Yesterday, you didn’t address the glaring issue of warehouse costs in your presentation.”
“Thanks for delivering that presentation yesterday. It exceeded our expectations in many respects, but the section on warehouse costs was missing. Could you please rectify this for the presentation next month?”
Similarly, feedback should be accompanied by an improvement strategy. If an employee finds delegation difficult, a weekly plan that lists tasks and people should be devised.
Constructive criticism examples
To conclude, we’ll discuss a few hypothetical examples of constructive criticism in the workplace.
Missed deadlines
“Sam, your output is always high quality. But we’ve noticed that a few deadlines have been missed recently. I understand that the industry is fast-paced and can be stressful at times. With that said, I have identified a few time-management strategies that may be useful. Before we discuss these, is there any reason for the missed deadlines that you’re aware of?”
Toxic workplace attitude
“Hi Terry, I’m glad we have found the time to sit down and discuss a few things. Myself and a few of your colleagues have noticed that you don’t appear to be happy at work. Has something happened in your personal or professional live that you’d like to talk about?”
Key takeaways
Constructive criticism is a type of clear, actionable, example-backed feedback that helps an employee improve in some area.
To be effective, constructive criticism requires the cooperation of both the manager and the subordinate. The manager should offer advice with good intentions and take an active role in devising solutions, while the subordinate should avoid becoming defensive and take the criticism in the way it was intended.
To deliver constructive criticism, it is important to ensure that both the subordinate and leader are in the correct mental space. Remaining positive, focusing on actions (instead of people), and using the sandwich method is also effective.
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Gennaro is the creator of FourWeekMBA, which reached about four million business people, comprising C-level executives, investors, analysts, product managers, and aspiring digital entrepreneurs in 2022 alone | He is also Director of Sales for a high-tech scaleup in the AI Industry | In 2012, Gennaro earned an International MBA with emphasis on Corporate Finance and Business Strategy.
