Constructive Criticism: How to Give Feedback without Being Offensive

For a team, constructive criticism is as important as praise. It can be hard to hear, but it’s even more tough to give one. Read more about constructive criticism and how to give one in this article.

Most people will identify criticism with negative connotations rather than positive ones. It’s certainly not without reason given that criticism is seen as nitpicking someone’s error. It can dampen their mood, especially when it’s related to something they’re passionate about.

When it’s delivered right, criticism is actually an integral part of someone’s career growth. However, criticizing someone can be difficult. Some people can be very sensitive when their mistake is pointed out by other people, while some others can be calm and open to criticism.

This article will help you gain some insight about criticism and how to give one without offending the person.

Types of Criticism

Before delving into how to properly give good criticism, let’s read more about the types. There are two kinds of criticism: constructive and destructive criticism. Destructive criticism is the type of feedback that harms the person receiving the feedback, according to Masterclass. Usually it’s personal, related on a personal level, and overall damaging to the recipient.

Unlike destructive criticism, constructive criticism is aimed to give helpful feedback to its recipient. In the working environment, it’s given strictly on a professional level. Asana mentioned that it should be said in a friendly manner, with good intention. Ideally, the person giving constructive criticism should be prepared to help brainstorm possible solutions.

How to Give Constructive Criticism

Despite your good intentions, it’s possible for your co-worker to be offended by your constructive criticism. There are some tactful ways to criticize your co-worker without imposing your views and ruining your relationship. Read below to find out.

Maintain Kind and Friendly Tone

In pointing out someone else’s mistake, it’s important to keep your body language friendly and cordial. Watch the tone of your voice—avoid tone that indicates anger, sarcasm, or hostility. If you want your suggestion to be heard, you should keep a polite and natural tone. It’s to ensure the person criticized won’t react negatively and end up turning a deaf ear to our genuine advice. Remember, you are helping the person to improve, not to bring them down.

Be Specific

Avoid beating around the bush and get straight to the point. Sometimes you feel sorry for the person and end up giving a feedback sandwich. Feedback sandwich is when you mention a person’s positive aspect, continue with a constructive criticism, then immediately followed up by another positive remark. Even though this method softens the harsh part, it’s not effective for improvement because it’s confusing.

Criticize the Situation, Not the Person

When giving feedback at work, you should never make it personal. Using “I” statements is effective in directing the conversation to feel less personal. For example, instead of “you have a lot of typos in your document” you can change it into “I think it’ll be helpful if the document I receive has less typos in it.” This way, you can make the atmosphere less hostile.

Offer Actionable Solutions

Giving constructive criticism also means giving solutions to the problem. Don’t only stop in pointing out your colleague’s mistake—help them make improvements by providing concise suggestions. You can offer a brainstorming session if the provided solutions seem defective. By doing this, you can give them alternative ways of doing the work that they might not realize.

Keep It Private

Even though constructive criticism isn’t personal, it can still be uncomfortable for some people. That’s why you shouldn’t publicly share your feedback. Instead, schedule a one-on-one meeting or with necessary personnel that are directly involved in the project you’re criticizing at. Remember that people react to criticism differently. Giving your feedback in private prevents your colleague from being embarrassed, ashamed, or personally attacked.

Final Thoughts

Giving constructive criticism requires skill and empathy. It can be tricky to do. However, keep in mind that sometimes criticism is needed to improve. The aim of constructive criticism is to help employees strengthen their skill and minimize future problems. It should be focusing on uplifting employees instead of bringing them down.

Next read: Gel the Team Together: 5 Tips to Create Collaborative Culture