Providing Feedback Effectively

When it comes to providing feedback constructive criticism is a method that focuses on offering critique and negative input in a helpful manner. The main goal is to improve performance or behaviour. Unlike criticism, which can be hurtful or unhelpful constructive criticism is designed to benefit the recipient by providing transparent insights, for improvement. Managers should use this approach to give feedback to employees without causing offense or demotivation. It involves sharing observations about areas for growth while also suggesting solutions.

Constructive criticism plays a role in motivating employees and guiding them toward resolving issues. Additionally it helps create an environment of trust and transparency in the workplace, where co-workers can openly exchange feedback without fear of harm. Although giving feedback might not always feel comfortable it remains essential, for ensuring employee satisfaction and promoting their learning and professional development.

Research has actually shown that feedback is highly valued by 83% of employees regardless of whether its highlights areas, for improvement. According to insights from Harvard Business Review employees find feedback from their supervisors with 72% of them considering it the most helpful aspect of their career development. Seeking feedback is a way for employees to enhance their performance and managers can provide guidance and direction for improvement through criticism. There are situations where constructive criticism proves beneficial;

• Rule Violation; When there has been a breach of rules or standards.
• Ineffectiveness of Previous Feedback; When previous attempts at providing feedback have not effectively addressed an issue.
• Conflict Resolution; In cases involving conflicts or accidents using dialogue and constructive criticism can be more productive compared to avoiding the issue.
• Skill Enhancement; When there is a need for an individuals skill development.
• Impact on Productivity or Morale; When a behaviour negatively affects the productivity or morale of others.
• Performance Guidance; When someone is not meeting performance expectations and requires guidance provided they’re open to receiving criticism.
• Deviation from Agreements; When agreed upon actions result in consequences due, to deviations.

It is more effective to provide examples when discussing behaviour change than making general observations. Constructive criticism plays a role as it helps identify areas, for improvement in an actionable manner. Studies have shown that when given constructively criticism can actually increase motivation and engagement. On the hand poorly delivered feedback that lacks elements can lead to dismissive and defensive attitudes, which may have long term negative effects on motivation and engagement. Of dwelling on mistakes constructive criticism focuses on inspiring individuals by emphasising future progress. It is important for feedback not to solely focus on performance and punishment but work collaboratively with the recipient to develop next steps and create a vision, for future accomplishments.

Examples of Providing Constructive Feedback;

• Addressing Work of Lower Quality; When discussing an employees work with mistakes it can be helpful to provide examples and offer support to help improve their attention to detail.
• Dealing with Decreased Productivity; When faced with a decrease, in productivity approach the conversation with an supportive attitude focusing on assisting the employee in getting on track.
• Enhancing Communication Skills; Encourage communication by setting expectations and demonstrating receptiveness to updates or feedback.
• Seizing Missed Deadlines as Learning Opportunities; rather than criticising missed deadlines view them as chances for growth and learning. Offer assistance where necessary.
• Addressing Lateness and Absence Concerns; Express concern regarding lateness or absence while also providing assistance or solutions if needed.
• Nurturing Problem Solving Abilities; problem solving skills by highlighting the employees strengths and providing guidance or mentorship along the way.
• Tackling Negative Attitudes at Work; Engage in conversations about attitudes at work aiming to maintain a work environment and positive team morale.
• Promoting Collaboration within the Team; Encourage collaboration by recognising the employees skills and emphasising their value within the team dynamic.
• Dealing with Behaviour; When addressing behaviour explain its impact on workplace trust while offering possible solutions or corrective measures.
• Using Performance Reviews for Improvement; Leverage performance evaluations as an opportunity to discuss areas for improvement with employees involving them in setting goals, for development.

Tips, for Offering Helpful Feedback;

• Stay Positive; Create a welcoming environment by including feedback. Make sure it’s sincere and not just a prelude to negative remarks.
• Give Actionable Suggestions; Provide guidance on how to improve than solely focusing on the negative aspects.
• Foster Collaboration; Encourage open dialogue and give the person receiving feedback the chance to ask questions or share their perspective.
• Address Behaviour, Not Individuals; Focus on discussing the actions or situations than personally attacking the person involved.
• Be Specific; Offer descriptions and examples to ensure clarity in your feedback. Maintain Privacy; Deliver criticism privately to avoid causing embarrassment or humiliation.
• Consider Timing; Provide feedback after an event. Avoid doing so during highly charged moments.
• Follow Up; Show support and track progress reinforcing positive changes while preventing a return to previous behaviours.

Before diving into the art of offering and receiving criticism it’s important to understand its nature. Constructive criticism involves providing feedback with the intention of facilitating improvement supported by instances. This type of critique should be delivered with a demeanour and genuine goodwill. Ideally those giving criticism should be open to collaborating on brainstorming solutions and future actions serving as valuable catalysts, for personal growth.

It is important to emphasise that constructive criticism should not be considered the same, as criticism nor should it be misunderstood as such. While constructive criticism may not always have a tone its main purpose is to assist in improvement than tearing down the recipient. When it comes to providing feedback there is a distinction between destructive criticism and constructive criticism. Sometimes what may seem like criticism is actually thinly veiled remarks, which falls under the category of destructive criticism. Unlike its counterpart destructive criticism does not contribute to growth or development.

Destructive criticism can be identified by; The intention to personally attack aims to diminish self esteem. Lack of specificity and actionable suggestions. Publicly embarrassed etc.

If you come across destructive criticism it’s crucial not to hesitate in addressing it or seeking assistance from a mentor. Depending on the situation resolution may involve discussing with the individuals involved seeking guidance from a mentor or involving the companys HR department.

Despite the challenges of offering or receiving criticism its value, for professional growth cannot be underestimated. By engaging in criticism you contribute to creating an environment characterised by openness and trust. While not every interaction, with your team may be seamless addressing topics is crucial for fostering an united team.

While each organisation may have its set of values and practices embracing constructive and improvest conversations can help dismantle trust barriers and foster stronger connections among team members and collaborators. If you’re ready to give it a try here’s how;

Developing the skill of giving criticism is, within anyones reach. To effectively do so follow these dos and don’ts to ensure your feedback remains helpful, constructive and friendly.

Do; Use “I” Statements. Express your opinions using “I” statements while focusing on the situation than targeting individuals. When providing feedback it is more effective to use “I” statements such, as “I feel…” or “I think…” of using phrases like “You said…”. You did…”. By doing the feedback becomes more personal. Reduces defensiveness leading to a more productive feedback session.

Avoid using the sandwich method for delivering criticism. Although this method is popular it tends to dilute the specificity and actionability of the feedback. Instead focus on providing helpful feedback without being bound by a structure. Ensure that your constructive criticism includes advice. This empowers individuals to work on improving themselves by providing them with ideas and next steps. Additionally indicate that you are open to discussion or brainstorming as this promotes collaboration and ensures that your feedback remains genuinely constructive.

Sharing feedback publicly can be challenging for the recipient especially if they have put effort into their work. Publicly sharing feedback often leads to embarrassment, defensiveness or a lack of internalisation. To foster a conversation set aside time for one on one discussions, than sharing feedback publicly. Make sure to give importance to having conversations whether it’s, through scheduled feedback sessions or regular one on one meetings.

To learn more about constructive feedback or constructive criticism contact one of our team members. We can tailor a training program to suit your HR, performance reviews or managerial and leadership needs.

David

David Alssema is a Body Language Expert and Motivational Speaker. As a performer in the personal development industry in Australia he has introduced and created new ways to inspire, motivate and develop individuals.

David Alssema started his training career with companies such as Telstra and Optus Communications, and then developed Neuro-Linguistic Programming (NLP) within workplace training as principal of Paramount Training & Development.

As an author/media consultant on body language and professional development David has influenced workplaces across Australia. He contributes to Media such as The West Australian, ABC Radio, Australian Magazines and other Australia Media Sources.