Let’s face it: nobody likes criticism.
But all, since the time of training, we have grown up hearing that some are “constructive” and therefore, however unwelcome, they should be welcomed as opportunities for self-improvement and growth personal.
And after having learned to collect and start again, with resilience and a critical spirit, in the world of work we are called to new challenges: not only receiving negative comments but also having to communicate them to others. And the experience can be just as unpleasant or counterproductive if badly managed.
Unlike what one might think, in fact, it’s not always easy to be who – at least in appearance – has the knife on the side of the handle. In view of a criticism to be made to a resource, there are many doubts. And what if the collaborator gets offended? What if your observations are misunderstood and have the opposite effect of what is desired?
Keeping quiet, however, in many cases would be tantamount to ignoring the problem or, worse, allowing errors to consolidate, leading the resource to settle non-virtuous behavior.
For this, it is better to act and structure a constant and direct feedback flow with your collaborators.
Avoiding slips will not be that difficult by listening to the consultants of the Forbes Coaches Council, who in a handful of tips explain how to turn negative feedback into an opportunity for comparison and generate the much sought-after constructive criticism.
1. Clarify your ideas (with a clear mind)
What is the goal of the feedback? This is the first question to ask yourself before making any negative comments. Once you have a clear purpose, you can choose the most appropriate tones and methods of communication. And if you can’t find them, maybe it might not be the right time: maybe you are nervous, angry, anxious, and so on. In this case, postponing is not a sin.
2. Solutions, not problems
You learn by making mistakes, the saying goes. This is true, however, only if an explanation is offered to the wrongdoer. Instead of simply criticizing the error, research the cause and help your collaborator understand how to correct the shot. In short, show him not only the problem but what lies behind it providing him with the right tools to improve and grow.
3. Be an ally, not an enemy
There is a way and a way to criticize. Saying “we have not yet reached the goal” is very different from saying “you have failed”. Not only do the terms and words change, but the approach changes, the tone of voice changes and there is a different relationship between the interlocutors. By presenting yourself as mentors and allies, instead of as enemies, you will build a relationship of trust with your collaborators over time. A double trust: the one you will enjoy and the one you will be able to instill in others, with respect to the perception of your individual abilities. In one fell swoop you will increase the self-esteem of resources and pave the way for future criticism.
4. Think about the result
Is your employee constantly late to meetings? Instead of simply reproaching him, you could explain to him that greater punctuality could lead to benefits for him and for others: less time wasted in the meeting room, a more peaceful and relaxed atmosphere among the members of the team, greater opportunities for discussion. Focusing on the desired result rather than the problem is certainly more productive.
5. Yes to criticism, no to “pebbles” …
The last tip is apparently the most trivial but also the most difficult to put into practice, as it requires a good dose of intellectual honesty. When you communicate negative feedback, are you doing it for the resource under review, for the team, or for yourself? It is essential to understand if what you have to communicate is really the famous “constructive criticism” or a trivial pebble that you want to take off your shoe. And if it’s a pebble, maybe it’s better to put up with it and avoid unnecessary conflicts.