How to Give Constructive Criticism

Constructive CriticismWouldn’t it be great if all the criticism we got was constructive criticism?

That said, have you ever been on the receiving end of criticism and felt that you just had the wind knocked out of you? While most criticism is intended as helpful advice, many people have poor communication skills and the message gets lost in the delivery so while constructive criticism may have been the intent, that’s not what the impact is.

If you’re responsible for supervising any group of people, whether small children, a sports team, or employees, it’s inevitable that you’ll need to deliver criticism. When that time comes, keep in mind that positive constructive criticism gets much better results than negative criticism.

Here are some ways you can use constructive criticism to criticize behavior to promote positive changes:

1. Sandwich it. One of the best ways to deliver criticism is through a technique called the hamburger method. Keeping this process in mind will help you stay positive when correcting someone.

  • Start with something positive (the bun), discuss the problem (the burger), and then finish with another complement (the bun). When discussing the situation, refrain from attacking the individual. Focus on the behavior or the situation, not the person.

2. Be direct. When you’re approaching someone with a complaint or criticism, deal directly with the problem. This is no time for subtle hints. Come right out and say what you need, and then offer a workable solution.

  • You can avert problems before they start by making sure your directions leave no room for misunderstanding.
  • When you need to correct someone, ask him or her to explain their perspective of how to handle their task. A difference in expectations could be causing the problem. If so, state clearly what you want so they have an opportunity to change the problem.

3. Move on quickly. Once you’ve established what you want, another way to make sure you are engaging in constructive criticism is to let this issue rest and give the other person time to process and implement changes. Over time, sometimes continued prompts may be needed, but most people will be able to implement change as long as they don’t feel threatened.

  • The ideal situation is where the person listens to your feedback, understands the desired outcome, and then finds a way to achieve that outcome. You can encourage this behavior with explicit expectations.

4. Avoid public humiliation. Unless you’re addressing an entire group who can all learn the same lessons from your criticism, speak to individual employees privately.

  • Showing respect by not embarrassing them in front of their co-workers will lessen any adverse reactions and can lead to a more effective conversation about the issues.
  • If your workplace is made up of cubicles, borrow someone’s office or a conference room to converse privately. Avoid starting office gossip by having a private conversation in the midst of open cubicles and curious ears.

5. Be specific. Relay exactly what the problem is and determine a solution. Vague criticism can be just as harmful as harsh criticism. For your best results, when giving details, strive to strike a balance between being overly critical and being indistinct.

  • Rather than saying, “We need to see improvement from you,” try, “Our sales numbers are down for this quarter. I need you to schedule more sales meetings for the next month.”

When delivering constructive criticism, always consider the other person’s point of view before making your comments. Constructive criticism can be helpful and even appreciated if done effectively. Use these techniques to deliver your criticism and you’ll foster a positive environment where everyone can thrive.

Now that you know how to give constructive criticism be sure to try these ideas to get started in discovering your inner strength.

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  • Leroy

    I hate getting constructive criticism, I always take it to personal. I mean I know it is about something I did but it isn’t about me as a person, and I take that way most of the time. I am trying to change that but it is slow going. I enjoyed your article and it has taught me how not to give constructive criticism if ever put in that position.

  • Wallace

    I think my problem with giving constructive criticism is I always give them to much help figuring out ways to do better. If you are trying to teach someone how to do something then the criticism needs to leave it open for them to figure it out on their own otherwise they don’t learn anything they just do what you tell them too. Until the next time because they didn’t learn how to do it.

  • Maria Teresa Wan

    Be gentle when you criticize then your criticism will be accepted with gratefulness

  • Lillie

    I agree, the delivery is the problem in most business or working scenarios where a subordinate is being critiqued by a manger or superior. The method suggested here is very effective. It is always important to show the person that you are cruising that you recognize their value and virtues. This puts the person at ease and lets them know that you don’t perceive them as being only problematic. A good manager is one who masters these communication skills.

  • Carl

    I absolutely love the idea of the sandwich method, but I am going to call it the cookie method instead because cookies are more enjoyable then a sandwich. Thank you for the ideas as a employer I am all the time trying to find better way to correct my employees and help them learn from their mistakes, this will work wonderfully.

  • Mike

    I think as a supervisor the most important tips you gave were “move on quickly, and “Avoid public humiliation. When you don’t dwell on something and keep bringing it up over and over again it helps the employee get past the mistake as well, and I think they respect your respect to not embarrass them in front of everybody and they try harder to do what you ask and not repeat the same mistakes.

  • Carl

    You are so right about a right way and a wrong way to deliver constructive criticism, it is such a fine line too. When it is done the right way you can teach somebody so much but when it is done the wrong way feelings get hurt and the person shuts down and they don’t learn anything. Unfortunately this is something that takes practice to get right.

  • Chester

    I have actually had the sandwich method used on me before I didn’t know it at the time but after reading your article it is clear that is what they did. It did work though and I actually appreciated the help. They also did the think where they made sure not to embarrass me in front of anyone that was really appreciated because I was new anyway. These methods do work.

  • Michael

    Constructive criticism has got to be one of the most useful skills to master, but I am willing to bet that most people do not know how to critique a person without offending them or without belittling them. In fact, that is the root of many problems amongst most couples. Constructive criticism, or lack there of, is the primary reason why most married couples need marriage counseling – why they need a professional, who is trained in mediation and the art of constructive criticism, to intervene and save their relationship.

  • Lawrence

    I knew a guy once that got his leading skills from a book called “Winning by intimidation it goes without saying that he was not very good at constructive criticism. He did his best to come across as positive but his demeanor never let it get across that way. I think he needs to read this and if I can get him to I will get him to use the sandwich method.

  • Debi Duchesne

    sometimes critism at the workplace , even using a soft approach to your voice, taking the person aside, praising them, telling them the problem, and offering a solution, leads to that person turning around and telling their friends “they got into trouble with their boss” or “my boss is mean, or i’ve done this the same way for all this time and no one ever said anything to me about it until now. what do u do with that? i am a nurse, so responsible for patients and CNA’s. i ask the CNA’s to do something, and if i get really lucky, they;ll do it. i praise them when they do a good job, i make sure to listen to their problems and have an open door policy. but, i get tired of the gossip. any advice?

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