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Killer Formulas To Give Constructive Criticism At Work

Killer Formulas To Give Constructive Criticism At Work

We spend a significant portion of our lives at work, often in the company of people who we either dislike or have little in common with. Given this, alternative methods of working and the pressure of project deadlines, it is all too easy for frustrations to boil over and a blame culture to emerge.

This is extremely detrimental, however, as such a culture encourages us to apportion blame to our colleagues while judging their performances harshly and subjectively. Only criticism without  judgement can truly be constructive, so it is crucial that you hone your communications skills if you are to create a more positive working environment.

1. Tackle the Problem rather than the person

When workplace projects or processes go awry, it is crucial that you analyse the failings and learn critical lessons going forward. This is not possible if you focus your comments on the person rather than the problem, however, as this manifests itself as a personal attack that distracts from the issues at hand and does not take into account any extenuating circumstances that may have led to the failings.

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Let’s say that your colleague has given an uninspiring presentation that has failed to wow a new client. Even if you critique with good intentions, using emotive words such as ‘boring’ and applying these to the person rather than the presentation is counter-productive in the extreme and likely to prevent further constructive dialogue. Instead, try to use passive language that is focused objectively on the presentation alone and avoid any personal references. When you do offer feedback, be sure to give each individual point context by offering suggestions for improvement (such as making points in a more concise manner).

2. Understand the goal of offering criticism and share this with your colleague

We have already touched on how emotive language can prevent constructive criticism, but the same principle applies to the way in which you deliver your critique. Directing anger and frustration at the recipient can cause them to shut down, for example, while seemingly aimless and unstructured criticism leaves them with no potential to improve or progress going forward.

If you are tasked with appraising an under-performing employee, for example, it is crucial that you break down each point of criticism and determine the precise motivation for delivering each one. So if you criticise their application because you want them to fulfil their potential in the workplace and share this with the recipient, they can consider the feedback in context while benefiting from an actionable future goal. From your perspective, try using the mind-mapping technique to create a visual representative of your thoughts so that these can be organised and clearly communicated through feedback.

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3. Focus on Tackling actionable issues

Even though each piece of constructive criticism will have its own unique motivation, as a general rule such feedback is designed to either help drive personal and collaborative improvement or recover from a mistake. With this in mind, it is imperative that you only critique things which are within the recipient’s control, such as their attitude, application and level of skill. This is constructive criticism that enables your colleagues to take actionable steps towards improvements, whereas a general critique of external factors will leave them disillusioned and helpless.

In practical terms, let’s imagine that your colleague is organising a corporate event and has already paid in-full to secure a venue in a remote and difficult to access location. Instead of critiquing their choice and repeatedly saying that the venue is inadequate, it is far better to focus on what can be done to resolve the problem and make good on the investment. Laying on transportation for guests offers a viable solution, for example, as does being empathetic with guests to avoid further backlash.

4. Understand the issues at hand and do not make assumptions

Empathy is crucial to constructive criticism, as is a keen sense of objectivity. These two attributes enable you to understand the other person’s perspective, while also imploring you to understand the issues in detail before responding. In short, you need to act based on what you know rather than what you think, as this ensures that any feedback that you offer is constructive, fair and easy for the recipient to identify with.

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Let’s say that your colleague is tasked with presenting an update on a specific project, but is only able to deliver an uncertain speech that confused his managers and stakeholders. While it may be natural to assume that this performance was a result of nerves and inexperience (and subsequently suggest that someone else makes the presentation next time), this is not based on fact and does not take any additional factors into consideration. The issue may be a lack of preparation time to the pressure of work, for example, while there may be other circumstances that affected your colleague’s performance.

Either way, this more considered approach improves the quality and delivery of your feedback while also driving informed decision-making.

5. Empower Colleagues with specific and honest feedback

Whenever you aim to offer constructive criticism in the workplace, there is a need to be as specific and as honest as you possibly can. In terms of the former, excellent clarity of thought and an ability to articulate your critique concisely creates specific points for improvement, eliminating any ambiguity that may exist in the recipient’s mind. The value of this can be reinforced with honest and open communication, as this type of direct interaction drives succinct and easy-to-understand actions going forward.

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If you imagine that a sales colleague is struggling to engage buyers, you may look to offer them a critique concerning the effectiveness of their communication. This instantly open to conjecture, however, as this could apply to internal or external relationships while it may also relate to written or verbal communication. Instead, use specific and focused language to describe the issue in detail, stating that the colleague in question has an issue when talking to buyers.

It is also sensible to advocate the consequences of this problem, such as diminishing sales and a decline in turnover. This helps your colleague to understand the importance of the problem and the need to act on the criticism.

6. Use the Feedback sandwich method to underpin your constructive criticism

Blame culture and non-constructive criticism thrive in a climate of fear and short-term thinking, as people are more concerned with hiding their mistakes than taking on greater responsibility in the workplace. It is therefore important that you use sustainable methods to deliver constructive criticism, creating a culture of fairness in which workers are empowered to improve through feedback.

This is where the ‘feedback sandwich’ method of delivering constructive criticism comes into play, as this simple technique includes three segments that focus on an individual’s strengths and areas for improvement. When critiquing a colleagues performance, you start by discussing strengths and positive elements before continuing with constructive criticism and actionable suggestions for improvement. You then complete the process by reiterating the positive comments made at the start, while reinforcing the impact that the suggested improvements will have once implemented.

Whether you are critiquing a negative character trait or a piece of work, this method drives balanced feedback and incentivizes workers to make positive changes for the future.

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Last Updated on September 20, 2018

7 Powerful Questions To Find Out What You Want To Do With Your Life

7 Powerful Questions To Find Out What You Want To Do With Your Life

What do I want to do with my life? It’s a question all of us think about at one point or another.

For some, the answer comes easily. For others, it takes a lifetime to figure out.

It’s easy to just go through the motions and continue to do what’s comfortable and familiar. But for those of you who seek fulfillment, who want to do more, these questions will help you paint a clearer picture of what you want to do with your life.

1. What are the things I’m most passionate about?

The first step to living a more fulfilling life is to think about the things that you’re passionate about.

What do you love? What fulfills you? What “work” do you do that doesn’t feel like work? Maybe you enjoy writing, maybe you love working with animals or maybe you have a knack for photography.

The point is, figure out what you love doing, then do more of it.

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2. What are my greatest accomplishments in life so far?

Think about your past experiences and the things in your life you’re most proud of.

How did those accomplishments make you feel? Pretty darn good, right? So why not try and emulate those experiences and feelings?

If you ran a marathon once and loved the feeling you had afterwards, start training for another one. If your child grew up to be a star athlete or musician because of your teachings, then be a coach or mentor for other kids.

Continue to do the things that have been most fulfilling for you.

3. If my life had absolutely no limits, what would I choose to have and what would I choose to do?

Here’s a cool exercise: Think about what you would do if you had no limits.

If you had all the money and time in the world, where would you go? What would you do? Who would you spend time with?

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These answers can help you figure out what you want to do with your life. It doesn’t mean you need millions of dollars to be happy though.

What it does mean is answering these questions will help you set goals to reach certain milestones and create a path toward happiness and fulfillment. Which leads to our next question …

4. What are my goals in life?

Goals are a necessary component to set you up for a happy future. So answer these questions:

Once you figure out the answers to each of these, you’ll have a much better idea of what you should do with your life.

5. Whom do I admire most in the world?

Following the path of successful people can set you up for success.

Think about the people you respect and admire most. What are their best qualities? Why do you respect them? What can you learn from them?

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You’re the average of the 5 people you spend the most time with.[1] So don’t waste your time with people who hold you back from achieving your dreams.

Spend more time with happy, successful, optimistic people and you’ll become one of them.

6. What do I not like to do?

An important part of figuring out what you want to do with your life is honestly assessing what you don’t want to do.

What are the things you despise? What bugs you the most about your current job?

Maybe you hate meetings even though you sit through 6 hours of them every day. If that’s the case, find a job where you can work more independently.

The point is, if you want something to change in your life, you need to take action. Which leads to our final question …

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7. How hard am I willing to work to get what I want?

Great accomplishments never come easy. If you want to do great things with your life, you’re going to have to make a great effort. That will probably mean putting in more hours the average person, getting outside your comfort zone and learning as much as you can to achieve as much as you can.

But here’s the cool part: it’s often the journey that is the most fulfilling part. It’s during these seemingly small, insignificant moments that you’ll often find that “aha” moments that helps you answer the question,

“What do I want to do with my life?”

So take the first step toward improving your life. You won’t regret it.

Featured photo credit: Andrew Ly via unsplash.com

Reference

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