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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 April 6, 2020

10 Powerful Ways to Influence People Positively

10 Powerful Ways to Influence People Positively

Most discussions on positively influencing others eventually touch on Dale Carnegie’s seminal work, How to Win Friends and Influence People. Written more than 83 years ago, the book touches on a core component of human interaction, building strong relationships. It is no wonder why.

Everything that we do hinges on our ability to connect with others and formulate deep relationships. You cannot sell a house, buy a house, advance in most careers, sell a product, pitch a story, teach a course, etc. without building healthy relationships. Managers get the best results from their teams, not through brute force, but to careful appeals to their sensibilities, occasional withdrawals from the reservoir of respect they’ve built. Using these tactics, they can influence others to excellence, to productivity, and to success.

Carnegie’s book is great. Of course, there are other resources too. Most of us have someone in our lives who positively influences us. The truth is positively influencing people is about centering the humanity of others. Chances are, you know someone who is really good at making others feel like stars. They can get you to do things that the average person cannot. Where the requests of others sound like fingernails on a chalkboard, the request from this special person sounds like music to your ears. You’re delighted to not only listen but also to oblige.

So how to influence people in a positive way? Read on for tips.

1. Be Authentic

To influence people in a positive way, be authentic. Rather than being a carbon copy of someone else’s version of authenticity, uncover what it is that makes you unique.

Discover your unique take on an issue and then live up to and honor that. Once of the reasons social media influencers are so powerful is that they have carved out a niche for themselves or taken a common issue and approached it from a novel or uncommon way. People instinctually appreciate people whose public persona matches their private values.

Contradictions bother us because we crave stability. When someone professes to be one way, but lives contrary to that profession, it signals that they are confused or untrustworthy and thereby, inauthentic. Neither of these combinations bode well for positively influencing others.

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2. Listen

Growing up, my father would tell me to listen to what others said. He told me if I listened carefully, I would know all I needed to know about a person’s character, desires and needs.

To positively influence others, you must listen to what is spoken and what is left unsaid. Therein lies the explanation for what people need in order to feel validated, supported and seen. If a person feels they are invisible, and unseen by their superiors, they are less likely to be positively influenced by that person.

Listening meets a person’s primary need of validation and acceptance.

Take a look at this guide on how to be a better listener: How to Practice Active Listening (A Step-By-Step Guide)

3. Become an Expert

Most people are predisposed to listen to, if not respect, authority. If you want to positively influence others, become an authority in the area in which you seek to lead others. Research and read everything you can about the given topic, and then look for opportunities to put your education into practice.

You can argue over opinions. You cannot argue, or it is unwise to argue, over facts and experts come with facts.

4. Lead with Story

From years of working in the public relations space, I know that personal narratives, testimonials and impact stories are incredibly powerful. But I never cease to be amazed with how effective a well-timed and told story can be.

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If you want to influence people, learn to tell stories. Your stories should be related to the issue or concept you are discussing. They should be an analogy or metaphor that explains your topic in ordinary terms and in vivid detail. To learn more about how to tell powerful stories, and the ethics of storytelling, take a look at this article: How To Tell An Interesting Story In 4 Simple Steps

5. Lead by Example

It is incredibly inspiring to watch passionate, talented people at work or play. One of the reasons a person who is not an athlete can be in awe of athletic prowess is because human nature appreciates the extraordinary. When we watch the Olympics, Olympic trials, gymnastic competitions, ice skating, and other competitive sports, we can recognize the effort of people who day in and day out give their all. C

ase in point: Simone Biles. The gymnast extraordinaire won her 6TH all-around title at the U.S. Gymnastics Championships after doing a triple double. She was the first woman to do so. Watching her gave me chills. Even non-gymnasts and non-competitive athletes can appreciate the talent required to pull off such a remarkable feat.

We celebrate remarkable accomplishments and believe that their example is proof that we too can accomplish something great, even if it isn’t qualifying for the Olympics. To influence people in a positive way, we must lead by example, lead with intention and execute with excellence.

6. Catch People Doing Good

A powerful way to influence people in a positive way is to catch people doing good. Instead of looking for problems, look for successes. Look for often overlooked, but critically important things that your peers, subordinates and managers do that make the work more effective and more enjoyable.

Once you catch people doing good, name and notice their contributions.

7. Be Effusive with Praise

It did not take me long to notice a remarkable trait of a former boss. He not only began and ended meetings with praise, but he peppered praise throughout the entire meeting. He found a way to celebrate the unique attributes and skills of his team members. He was able to quickly and accurately assess what people were doing well and then let them and their colleagues know.

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Meetings were not just an occasion to go through a “To Do” list, they were opportunities to celebrate accomplishments, no matter how small they are.

8. Be Kind Rather Than Right

I am going to level with you; this one is tough. It is easy to get caught up in a cycle of proving oneself. For people who lack confidence, or people who prioritize the opinions of others, being right is important. The validation that comes with being perceived as “right” feeds one’s ego. But in the quest to be “right,” we can hurt other people. Once we’ve hurt someone by being unkind, it is much harder to get them to listen to what we’re trying to influence them to do.

The antidote to influencing others via bullying is to prioritize kindness above rightness. You can be kind and still stand firm in your position. For instance, many people think that they need others to validate their experience. If a person does not see the situation you experienced in the way you see it, you get upset. But your experience is your experience.

If you and your friends go out to eat and you get food poisoning, you do not need your friends to agree that the food served at the restaurant was problematic for you. Your own experience of getting food poisoning is all the validation you need. Therefore, taking time to be right is essentially wasted and, if you were unkind in seeking validation for your food-poison experience, now you’ve really lost points.

9. Understand a Person’s Logical, Emotional and Cooperative Needs

The Center for Creative Leadership has argued that the best way to influence others is to appeal to their logical, emotional and cooperative needs. Their logical need is their rational and educational need. Their emotional need is the information that touches them in a deeply personal manner. The cooperative need is understanding the level of cooperation various individuals need and then appropriately offering it.

The trick with this system is to understand that different people need different things. For some people, a strong emotional appeal will outweigh logical explanations. For others, having an opportunity to collaborate will override emotional connection.

If you know your audience, you will know what they need in order to be positively influenced. If you have limited information about the people whom you are attempting to influence, you will be ineffective.

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10. Understand Your Lane

If you want to positively influence others, operate from your sphere of influence. Operate from your place of expertise. Leave everything else to others. Gone are the days when being a jack of all trades is celebrated.

Most people appreciate brands that understand their target audience and then deliver on what that audience wants. When you focus on what you are uniquely gifted and qualified to do, and then offer that gift to the people who need it, you are likely more effective. This effectiveness is attractive.

You cannot positively influence others if you are more preoccupied by what others do well versus what you do well.

Final Thoughts

Influencing people is about centering your humanity. If you want to influence others positively, focus on the way you communicate and improve the relationship with yourself first.

It’s hard to influence others if you’re still trying to figure out how to communicate with yourself.

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Featured photo credit: Wonderlane via unsplash.com

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