How To Give Constructive Criticism

Whenever you criticize, both parties have the opportunity to learn. A good culture to adopt at work is one where learning is the name we give to our mistakes.

It is the contrast between praise and criticism that makes them both so effective. If you spend all your time praising it will soon lose its potency to motivate and if you spend all your time criticizing you will quickly lose the respect of your subordinates.

Remember too, not to mix praise and criticism in the same conversation - we have all experienced the luke warm ‘praise' beginning to a meeting with the boss, quickly followed by the real purpose - a criticism. Everything before the ‘but' at these meetings is instantly forgotten and as a result, both the praise and criticism are diminished.

The first problem most people have when being criticized is to become defensive and consequently learn very little.

So what tactics should we employ to turn destructive criticism into constructive criticism?

1. Always criticize the action not the person. This is more dispassionate and less accusatory. Never criticize the person, rather something they have done that doesn't meet your approval.
   
   
2. Always give specifics and avoid sweeping generalisations. It is the examples and details that contains the ‘learning'.
   
   
3. Always give suggestions on what the person can do to improve. The solutions are the keys or building blocks of constructive criticism.
   
   
4. Always invite the other person to join you in thinking of ideas to improve. Don't make it a monologue where you make all the suggestions.
   
   
5. Always be assertive in your criticism in an honest straightforward way. Avoid half truths, gossip and bringing in other people's names.
   
   
6. Always criticize in private and never in front of others. Public criticism will humiliate the person and bystanders will often take sides - and it might not be yours!

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