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How To Give Criticism To Your Man Without Getting Mad

How To Give Criticism To Your Man Without Getting Mad

Unless your guy is from outer space then there have probably been times when he’s done something to upset you – most likely unintentionally – after all they are from Mars and we are from Venus.

It’s no secret that men and women have different brains and the way in which we think and perceive things can vary from each other. This can inevitably make relationships trying at times and conflicts can arise but there is a good way to deal with these differing of opinions and a not so good way. If you know you have a genuinely good man in your life then you know that dealing with life’s arguments and conflicts need to be dealt with in a balanced constructive way. If you find yourself getting mad, angry and acting out when you feel he’s done something wrong then you might want to learn to deal with the situation in a healthy, calm way using what I like to call ‘constructive criticism’. It’s not about playing games or manipulation – it’s understanding the fine balance of human relationships, interactions and emotions that can lead to less conflict and upset.

The following points can be applied to any situation where constructive criticism is needed but for this article I’m going to use a common pet peeve: communication – or lack of it. This can leave a woman to pull her hair out with frustration and a man left wondering what the heck he’s done wrong.

1. Self-Evaluate

This isn’t to try and point blame at you but we are all complex beings and issues are part and parcel of every person. It’s natural to want to stick up for yourself if you feel you’re being taken advantage of but it’s also important to stop and check your thoughts, feelings and actions before you dive into the crux of the matter. If you’re feeling angry and upset, ask yourself some questions – why do you feel this way? Is there another root cause or issue that you’re not dealing with e.g. past bad relationships? Has something triggered this reaction? Is it a reoccurring emotion that may need looking at more closely? Are you being fair?

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This isn’t to say you should just let it lie if you feel the situation is genuinely upsetting you. Stepping back and looking within yourself first can eliminate any unrelated issues and could possibly diffuse the conflict before it’s happened.

2. Pick The Right Time For Constructive Criticism

Even though you are giving him constructive criticism in the best way possible, timing is still an important factor when bringing it up. Find a time when he’s ready to listen and not just when you’re ready to talk. Make sure it’s not the moment he walks through the door after a long day or any time that he might be tired and unable to process a serious talk with you. After all you want to have his full attention so you can get the best out of him. It’s also good to bring up the discussion with a question – this makes it feel like you’re willing to talk about this at a time when he’s ready and shows consideration. It will go a long way from his point of view.

For example, when you think it may be a good time just go ahead and ask “I wanted to talk to you about something, is this a good time?”

3. Don’t Make Assumptions

Think twice and try to figure out the possible root problems before giving out any criticism. Jumping to conclusions and assumptions will only create more unneeded upset and drama for both parties.

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For example, if you haven’t heard from him for a while or he hasn’t let you know he got somewhere safely then maybe there is a genuine reason – he’s busy and stressed or he’s been distracted by something. A lot of the time people have genuine reasons for not getting in touch (and this isn’t exclusive to men). Giving them the benefit of the doubt is the least you can do before jumping to conclusions and turning it into an expression of emotion especially if you don’t know the full story. Find out the facts first – at least your criticism will be more concrete this way.

4. Highlight How It Makes You Feel

The key is not to do this in an emotional way but calmly and to the point. People react much better to criticism when they can relate to the consequences their actions have to others. Sometimes people just unintentionally don’t see others’ perspectives and gently shifting this is a good way to allow them to see how what they’re doing is affecting you.

For example, explain to him that his lack of contact makes you worried about him and you don’t like feeling this way. After all it’s natural to feel worried especially if it’s someone you care about and it’s not unreasonable. This will allow him to see the consequences of his actions from your perspective and also show that he’s cared about.

5. Don’t Make It Personal

We have a tendency to point the blame when we’re angry and this can cause the other person to feel victimised and become defensive creating more anger in the process. Try to point to the problem instead by using non-judgemental language.

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For example, instead of piling on the blame with statements such as “it’s showing to me that you lack responsibility!” use more descriptive statements such as “you haven’t contacted me for a while and it’s starting to upset me”. When you put yourself in their position, getting blamed for things and having your character questioned is no fun for anyone whether they’re in the right or the wrong so there are better ways to approach this.

6. Listen To What He Has To Say

This can be hard especially when you feel you are the one upset by his actions – it should be him listening to you, right? Make sure you don’t make it all about you as this just opens up the divide and really creates a you vs. him situation. No matter what he has to say, listen to him and take what he’s saying onboard. If you feel his response is unreasonable or he shows no remorse or lack of understanding as to why you’re upset then tell him in a calm way using the other points listed here.

7. Include The Things He’s Done Right

Remember that you’ve chosen to be with this guy so hopefully he’s worth it and does a lot of great stuff for you. Whatever he’s done may be an annoying habit but it’s important to keep in mind all the wonderful qualities he has and the times he’s gone above and beyond for you. This doesn’t mean you should dismiss what he’s done but use this to diffuse the criticism and get him to understand that you do ultimately appreciate him. Guys do love a bit of appreciation!

For example, either before or after the constructive criticism just add in “I want you to know I really appreciate you and what you do for me”. You can even give examples and saying this will reenforce his status as your man and allow him to take the criticism with a more balanced view instead of feeling victimised and unappreciated.

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Conclusion

Feeling our emotions both positive and negative is a good thing but when we’re in a relationship these emotions can get intertwined with the person we share our life with. When something is bugging you then you need to bring it up and not box it up and lock it away as that only results in it manifesting somewhere else down the line and to a more substantial degree.

Constructive criticism is a way to allow you and the other person to view each others’ perspectives and solve the problem in a calm and ‘adult’ manner. All relationships are complex but if you find that using constructive criticism still doesn’t resolve the problem over time, then it might be time to question the amount of respect your partner has for you.

Featured photo credit: Charlie Foster via stocksnap.io

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Jenny Marchal

Freelance Writer

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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