Giving and getting feedback can be a love-hate relationship. We love to grow but hate the growing pains that come along. Show
Offering and receiving constructive criticism is crucial to the growth and productivity of your team. However, when you apply a variety of strategies for delivering constructive criticism, your team can benefit from actionable feedback. We’ll walk you through constructive criticism, effective strategies for implementing it into your day-to-day, and steps you can take to deliver and receive effective constructive criticism with examples.  What is constructive criticism?Constructive criticism is feedback that provides specific, actionable suggestions. Rather than providing vague and subjective advice, constructive criticism gives specific recommendations on how to make positive improvements. Constructive criticism is clear, concise, and easily actionable. It should not be general, accusatory, or judgmental. William James, a pioneer of modern-day psychology, wrote in The Principles of Psychology, “A person’s achievements matter less than how that person subjectively perceives those achievements.” How you approach a new challenge is just as important, if not more than the actual achievement. Achievements come and go, but your growth mindset stays! How do I give constructive criticism?The answer is simple: compassion. Put yourself in the shoes of the person you're preparing feedback for. Think about how you would want to hear this criticism, and what would be most helpful in your growth and development? 💪 Create a sense of autonomy. Allow whoever you're giving feedback to, autonomy and space to reflect. Consider: “I thought that was a great presentation you gave. I specifically appreciated how you included metrics behind the conclusion. I have a few ideas and suggestions regarding a specific part of your presentation. Would you have some time tomorrow to discuss it with me?” 🗣 Make it a conversation. Don't just tell people what you don’t like. Suggest meaningful alternatives that show you're approaching this situation with the best intentions. Help them brainstorm possible ways to improve and bounce ideas back-and-forth. Invest in their growth if you're going to invest in criticizing them. 📚 Focus on objective facts. Speaking objectively is the best way to avoid any misunderstanding. For example, saying, “You are not reliable” is vague and accusatory. Compared to, “I haven’t received these deliverables from you. This impacts me because I depend on your deliverables to get my work done. What can I do to support you?” See the difference? Turn harsh criticism into constructive criticismThe best way to set yourself up for success when it comes to criticism is to ask for it! Sound counterintuitive, right? Nobody likes to be criticized, but once you stop being afraid of feedback and learn how to apply it into actions, you become more receptive to it. It's OK to be uncomfortable with criticism. Just don’t let that blind you from improving! “90 percent of it may be wrong but 10 percent of it may be what you need to grow!” - Sheila Heen, author and educator Feedback is a gift! Treat it as such. And just like gifts, some criticisms are more helpful than others. We encourage you to find the balance between self-aware and self-critical when approaching feedback. It's important to reflect on your areas of improvement, but just as important to not let the criticism part of constructive criticism take over. And who knows, your next critic may just end up being your best mentor! Excel is a widely used spreadsheet program. While it’s most popularly known for its ability to make use of heaps of data, Excel has an infinite number of capabilities, from making lists and charts to organizing and tracking information. Learn moreCourses
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Soft Skills 15 minute read Top Examples of Constructive Criticism: How to Handle it Like a ProKat Boogaard Constructive criticism. Are you groaning and rolling your eyes at the sight of those two little words? I can’t blame you. As much as we all love to tout our own desires to grow and improve, there’s no way around the fact that receiving constructive feedback is often cringe-worthy at best. And, being the one to offer it usually isn’t any easier. But, here’s the thing:
However, constructive criticism is really only effective when it’s delivered politely and professionally, and getting it right resembles a tightrope walk. Fortunately, we’re here to help. We’re diving into everything you need to know to dish out and take constructive criticism like a champ. And we've included some useful examples of constructive criticism so you can see it in action. What makes constructive criticism so cringe-worthy?First, we need to answer this question: Why do we all hate constructive criticism so much? We know it almost always leads to positive outcomes, so why does it still make us flinch? Well, to put it simply, being on the receiving end of constructive criticism knocks our confidence down a few pegs. None of us like being reminded that we aren’t flawless at our jobs, and those negative pieces of feedback are what stick with us. In fact, psychology research shows that it takes five positive events to make up for just one negative event in our brains. Even further, we tend to get so hyper-focused on that one perceived flaw (no matter how miniscule it might be!), that it overshadows nearly everything else. A separate study showed that constructive criticism actually dulled the lessons that employees took away from their performance appraisals. It was as if they heard that one piece of harsh feedback and totally shut down. You get it—receiving this type of criticism is challenging because it pokes holes in our ego. But, what about offering it? Why is that part so difficult? Despite the fact that the very premise of constructive criticism involves investing your own energy into helping someone improve, there’s still plenty of potential for fallout. You could tarnish your own reputation by being perceived as bossy or condescending. Or, you could potentially damage your relationship with that person. In fact, a study conducted by PsychTests found that 41% of respondents have actually gotten into an argument more than once with someone because they felt unjustly criticized. So, with scary stats like that one, it’s no wonder that we’re all hesitant to give this oh-so-important feedback to the people we work with. Want to learn more? Take your soft skills to the next level with our comprehensive (and free) ebook! Enter your email address
The do’s and don’ts of constructive criticismDo actually be constructiveWhat’s the key word in constructive criticism? Constructive. You shouldn’t just be pointing out a problem—you should be offering a potential solution. Neglecting to do so immediately makes your feedback seem mean-spirited. Don’t stick your nose where it doesn’t belongBefore you jump right in with your own ideas for how someone could improve, ask yourself: Am I the right person to be providing feedback on this situation? If it doesn’t directly involve you in any way, you’re best to stay out of it—or you’ll run the risk of seeming like a nosy meddler. Do include something positiveThe last thing you want is for your constructive criticism to seem like a personal attack. That’s why it’s often smart to start with something positive. It helps to cushion the blow and make it clear that you don’t think that person is bad at their entire job—there’s just something they could do to become even better. Don’t sugarcoat your feedbackWhile you want to start with something good to avoid jumping right in with an accusation, it’s important that your point is still clear. You don’t want to end the conversation with that person feeling confused. So, be as specific as possible. When you can, provide examples to add extra clarity to your feedback. Do emphasize resultsYou’re eager to make it clear that you aren’t just offering feedback for the sake of destroying that person’s confidence. There’s a real, meaningful result attached to your criticism. Make sure you emphasize that. Will their improvement in this area speed things up for your whole team? Eliminate errors? Streamline communication? Make sure you point to the positive effects you’ll all experience. Don’t focus on more than one thingWhen you’ve finally gotten your nerve up to provide a piece of criticism, it can be tempting to just use that opportunity to dump out everything you’ve ever wanted to say. Don’t do that! Focus on only one piece of feedback so that the recipient has a chance to process, respond, and ask questions. You shouldn’t overwhelm them with a bunch of feedback all at once—that instantly seems like an attack. Do avoid generalizationsNobody wants to be the bearer of bad news, and one of the ways we all tend to detach ourselves from negative feedback is by leaning on generalizations like, “Everybody has been saying…” or “The whole team has noticed…” But, using phrases like these only makes that person feel ganged up on. If you’re the one offering the criticism, then you need to be prepared to shoulder the burden and not group everybody else in with you. Body language is another key part of delivering constructive criticism effectively. Check out our course all about body language to make sure your nonverbal cues aren’t betraying your message! Examples of constructive criticism: 3 common scenariosReady to see these best practices in action? Let’s take a look at three situations that require you to offer feedback to three different types of people and then break down what you should (and shouldn’t!) say. Scenario #1: Providing constructive criticism to an employeePerhaps one of the most common forms of feedback is a manager needing to offer a piece of constructive criticism to a direct report. This can happen in passing, or as part of a formal performance review. The important thing to remember here is that you’re the one in the position of power—which means this situation is already intimidating for the person receiving the feedback. Hearing that they’re falling short in a certain area will naturally make employees question their job security, so you need to be empathetic and encouraging while still getting your point across. Do this by emphasizing that you’re on the same side here. You can even take a more supportive position by offering to help them correct their behavior. The scenario: Your employee has a history of missing important deadlines. You need to remind them that they need to be on time with their deliverables, otherwise everything else gets thrown off track. What you want to say: “I need you to get your stuff done on time. That’s a pretty basic expectation that you shouldn’t have any trouble fulfilling.” What you should say instead: “I’ve noticed that you’ve been late with your sales reports the past two months. I know that things get busy, but I need to see you improve with your on-time delivery, because not getting that information by the deadline really throws the rest of the team off track. Is there anything I can do to help you better manage your workload and ensure that you don’t fall behind?” Looking to be an even stronger and more effective leader to your employees? Check out our leadership course. Want to learn more? Take your soft skills to the next level with our comprehensive (and free) ebook! Enter your email address
Scenario #2: Providing constructive criticism to a peerThis situation is common. But, it’s also a little more awkward. It’s easy to feel like it’s not your place to provide feedback to someone who’s at your same level—as if you’re overstepping. At the same time, you don’t want to be the tattletale who runs to your boss at every single wrinkle or roadblock. Know that you absolutely can deliver constructive criticism to a colleague, provided you’re able to do so in a way that doesn’t come across as condescending or like you’re trying to step in for your manager. To walk this fine line, take a friendly, more team-centered approach. You can even openly address the fact that it’s a little uncomfortable, so that the recipient knows you aren’t elevating your position above theirs. The scenario: One of your co-workers continues to interrupt you in team meetings. Every time you begin to chime in, they immediately cut you off with their own ideas. You don’t even know if they’re aware that they’re doing it, so you decide to bring it up after a meeting. What you want to say: “Maybe you haven’t noticed (although, I don’t know how you could miss it), but you always interrupt me in team meetings. Can you just let me speak before you jump right in with your own two cents?” What you should say instead: “Hey, Lacy. This is a little uncomfortable, but I’ve noticed that you tend to interrupt me when I’m sharing my thoughts in team meetings. I know we’re all excited to jump in with our own ideas—and yours are always great! But, I’d really appreciate it if you could let me get my own thoughts out before you begin speaking.” Scenario #3: Providing constructive criticism to a managerHere we are—at the most anxiety-inducing scenario of them all. Managing up is always nerve-wracking. But, every now and then you need to advocate for yourself at work. If your boss is working or communicating in a way that’s making your job way harder than it needs to be, you should be able to voice your opinion and point that out. In fact, any good boss will encourage it. However, you can’t be accusatory here, because you’re the subordinate. Instead, this is a scenario where it’s especially important to emphasize results (remember that tip from above?) to illustrate to your boss that you’re trying to make things more streamlined for everyone. The scenario: Your boss continues to touch base with you about important tasks and to-dos via instant messenger. But, because you use instant messages for less important communication, you find you easily lose track of those notes. You’d much rather have your boss drop those in an email, so you can make sure you actually take care of them and can easily refer back to them. What you want to say: “Seriously, can you stop sending absolutely everything in Slack the moment you think of it? It’s impossible to keep track of, and it’s driving me crazy.” What you should say instead: “Slack is great for me when you have urgent pings and for casual conversation. But, when it comes to important assignments and tasks, would you mind sending those to me in email instead? That way I can more easily keep track of them and make sure I actually get them done on time. I don’t want to drop the ball!” What if someone offers you feedback?Now you’re armed and ready to offer constructive criticism in a way that’s polite and professional. But, we all know that the real challenge is receiving feedback. It’s never fun to hear, even when it’s phrased in the best way possible. Looking for some tips to take that feedback to heart—without flying off the handle? Look no further. Here are a few tips to receive constructive criticism in a positive way. 1. Assume good intentionsIt’s easy to think of all sorts of malicious intentions when somebody gives you a piece of constructive criticism. They just want to make you feel bad! They’re only trying to make you look awful in front of your boss! They’re giving their own ego a boost by putting you down! Listen, I know that’s an easy trap to fall into. But, you’ll have a much easier time receiving constructive feedback if you step back, get some perspective, and see that this person is only trying to help you. They aren’t saying that you’re bad at what you do—they’re saying that you could be better. They’re investing energy and attention into helping you improve. That’s a good thing, no matter how brutal it feels in the heat of the moment. 2. Don’t get defensiveMany of us bristle up at the first sight of constructive criticism—we want to argue and deny it vehemently. However, it’s important to remember that you can be perceived in ways that are totally different than what you intended. And, often, other people’s feedback and perspective is valid. Resist the urge to immediately defend yourself and do this person a courtesy by hearing them out. You might be surprised by what you learn about yourself in the process. 3. Instead, ask questionsAlright, so if you shouldn’t immediately provide a counter-argument, what should you do? Just smile and nod? Rest assured that being receptive to feedback doesn’t mean you have to take it all at face value. You’re allowed to ask questions to get some clarity and ensure that you’re understanding things correctly. Ask for specific examples. Or, ask for more details about how they think you could improve. Empower yourself with the information you need to actually take that feedback into consideration and make an appropriate change if necessary. 4. Be graciousI know—it feels counterintuitive to thank someone for a piece of feedback that you really didn’t want to hear. But, remember, this person is taking the time to help you get better. Even if you don’t necessarily agree with their criticism, their investment in your growth and improvement is deserving of a genuine and heartfelt, “Thank you.” 5. Follow upThe magic of constructive criticism isn’t just in receiving it—it’s in implementing it. After someone has highlighted an area you could improve upon, take steps to actually make a change. Then, after some time has passed, take proactive steps to follow up with the person who offered the original feedback. This gives you a chance to get their perspective on whether or not they’ve witnessed a positive change in that area, and if there’s anything else you could be doing to give yourself a boost. Not skipping this final step (as so many people do!) not only ensures that you’re making the most of that constructive criticism, but also proves to those around you that you’re dedicated to being the best you can be in your career. Become a master of constructive criticismConstructive criticism can be brutal—whether you’re the one offering the feedback or receiving it. Fortunately, working to hone your skills in both of those areas will make these exchanges far less cringe-worthy. So, let’s end this with some constructive criticism of our own: We all have room to work on the way we deliver and accept feedback. Use the tips and examples in this post as your guide, and you’re sure to handle both of those important and inevitable interactions like a pro. Need to brush up on your soft skills? Start learning for free with GoSkills courses Start free trial
Loved this? Subscribe, and join 396,354 others. Get our latest content before everyone else. Unsubscribe whenever. Your email address Kat Boogaard Kat is a writer specializing in career, self-development, and productivity topics. When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website. Recommended Business Writing vs. Academic Writing: What’s the Difference?Having good writing skills is great, but fine-tuning those skills for your audience is essential to getting your point across. Learn the difference business and academic writing skills. Recommended How to Find a Fulfilling Career: 6 Step Action PlanWondering how to find a fulfilling career? This article breaks down everything you need to know to leave work feeling delighted, rather than deflated. Recommended 100 Resume Adjectives (and How to Use Them Right)Resume adjectives can take your resume from good to great. Use this as your guide to stand out from your job search competition. GoSkills courses
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Don’t miss out on our best deals! Sign up for our newsletter to get the latest news and specials delivered direct to your inbox. Why taking constructive criticism is important?Benefits of constructive criticism
Unlike deconstructive or negative criticism, constructive criticism builds trust and provides an opportunity for both parties to grow. Two key elements of constructive criticism's success are context and actionable advice.
Is constructive criticism necessary?“Most people agree that constructive criticism is important for learning, but leaders higher in empathy are more at risk of avoiding these conversations and may even be more likely to inflate performance ratings,” he said.
What is the best approach in giving constructive criticism?Focus on the situation, not the person
As a leader, you must always focus on the situation and not the person while giving constructive criticism. Implying this method, one can make sure to eliminate the chances of miscommunication between them and their employees. The trick to using this method is to use “I” language.
Is taking constructive criticism a skill?Constructive criticism has become an important life skill. If social media are anything to go by, it's also one many people lack. Like any skill, constructive criticism can be honed with practice and dedication to some key strategies.
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