Your colleague is always criticizing your work in team settings. How do you handle the constant negativity?

In collaborative environments, encountering frequent criticism can be challenging, but it also offers valuable opportunities for growth. Embracing feedback with a mindset geared toward improvement allows for refining skills and fostering resilience. Open communication channels and seeking to understand different perspectives can transform criticism into a catalyst for personal and team development. Creating a culture where feedback is seen as a tool for enhancement rather than a barrier can lead to more productive and harmonious interactions, ultimately driving collective success.

A senior who chooses to be public and ‘generous’ with criticism should publicly be ‘more generous’ with applaud. If senior hands out both applaud and criticism to others, reflect internally and generate work worthy of applaud. I’ve liked juniors who asked how could they have done better before drawing up my character sketch 😀 In the unfortunate situation that senior hands out only criticism and denies applaud when due, then HR needs to intervene - best to seek their help. In my experience - most scenarios lie in the middle - a little improvement from you and a little mentoring of senior seems to do the trick just fine in most cases.

1. Stay Professional: Maintain composure and respond objectively. 2. Seek Understanding: Have a one-on-one meeting to address concerns directly. 3. Document Instances: Keep a record of unwarranted criticism. 4. Set Boundaries: Politely set boundaries and express how their negativity affects you. 5. Focus on Solutions: Redirect the conversation towards finding constructive solutions. By following these steps, you can manage negativity and maintain a positive team environment.

In my experience, handling criticism from a colleague constantly could be a challenge, hence we should not be reactive but instead stay calm & composed. We should not display emotion since reacting with frustration or anger can make the situation stressful, instead we should solicit feedback on how we may improve hence seeking constructive criticism helps diffuse tensions. Scheduling one-on-one conversations to share how constant criticism affects us especially if the criticism is based on the colleague's internal frustrations or some other factors but they are taking it out on us, which is unfair. We need to reiterate that feedback is a two-way street hence if it's not constructive then the alternative is to involve a mediator like HR.

When dealing with a colleague’s constant negativity, possibly due to personal issues, I find that maintaining professionalism is key. By staying focused on the work and responding calmly, I can prevent the negativity from affecting my performance or team dynamics. This approach ensures that interactions remain respectful and productive, helping to mitigate tension and keep the team on track.

Look past the way it was delivered and look at the content. Even when delivered in a less than admirable manner, find the diamonds in the rough. There is always something that can be taken away in a positive manner, even if it is how not to criticize others.

Actually, I disagree professionally with a critic who does not know that he/she knows not. Every activity has a procedure or rules that must be adhered to. Always handle every situation with utmost care so as not to demoralize the team member

Maintaining professionalism in the face of negativity is crucial. Team lead should responding calmly and seeking clarification, he/she is not only demonstrate commitment to quality work but also show value input. This approach can help to:- - Diffuse tension and prevent further escalation - Create a safe space for constructive feedback and open communication - Foster a growth mindset and encourage learning from criticism - Build trust and credibility with the critic and others who may be observing the exchange - Turn a potentially negative interaction into a positive opportunity for growth and improvement.

Um exemplo prático: um cliente na mentoria de carreira estava lidando com um colega que sempre criticava seu trabalho em equipe. Sugeri que ele mantivesse o profissionalismo ao lidar com a negatividade. Ele começou a responder com calma e a pedir esclarecimentos específicos sobre as críticas, mostrando que estava disposto a ouvir feedback construtivo. Essa abordagem não só ajudou a desarmar o crítico, mas também transformou a dinâmica, tornando as conversas mais produtivas e focadas em melhorias reais. Lembre-se, a maneira como você responde às críticas pode fazer toda a diferença.

Normalmte la persona que realiza las criticas desea ser escuchado, que sus ideas sean tomadas en cuenta. El escucharlo puede ser algo muy positivo para todo el equipo

I'd be curios to know why they feel the need to criticize in a public setting like a team meeting. I'd ask them that too, and further ask for specific examples of what the deem poor. Then I would ask them how they would feel if it was being done to them. Truth is when people do that it's more about their own shortcomings. keep that in mind for yourself. If you get to the point where it's effecting you, seek help and not just from HR, outside sources as well can be extremely useful- like a coach like myself our a community

If you are being criticized in team meetings, handle it in the moment. Start asking multiple questions. “Why do you say that?” “Can you be more specific?” “How would you handle differently?” “Would you like to take it from here?” If this person knows they have to be prepared to address your comments in front of other people, they will be more likely to cease their behavior. You are fine with feedback as long as it is given in a non-judgmental way.

Um exemplo prático: um cliente na mentoria de carreira estava enfrentando críticas constantes de um colega. Sugeri que ele iniciasse um diálogo aberto com seu crítico. Ele escolheu um momento tranquilo e um ambiente privado para discutir suas preocupações. Durante a conversa, explicou como as críticas constantes estavam afetando seu desempenho e o moral da equipe. Ele também se mostrou disposto a ouvir a perspectiva do colega, descobrindo que havia problemas subjacentes que precisavam ser abordados.

A boa comunicação é infalível na construção de uma boa relação, uma simples conversa pode resolver grandes problemas, mas é preciso ter sabedoria e habilidades pra abrir esse diálogo, ainda mais com pessoas em posturas negativas!!!

Um exemplo prático: um cliente na mentoria de carreira estava enfrentando críticas negativas persistentes de um colega, apesar de seus esforços para resolver a situação diretamente. Sugeri que ele buscasse apoio de sua liderança ou do RH, caso se sentisse seguro. Ele explicou a situação de forma factual, destacando como isso afetava seu trabalho e o ambiente da equipe. Em vez de apenas desabafar, ele procurou aconselhamento para encontrar uma solução. O RH ofereceu mediação e sugeriu estratégias para melhorar a dinâmica da equipe, ajudando a garantir que o desempenho e a cultura do local de trabalho não fossem comprometidos.

Das Wort kritisieren bedeutet hier wohl runtermachen, oder? Denn konstruktive Kritik erzeugt keine Negativität, da sie Wohlwollen beinhaltet. Um was geht es also tatsächlich? Geht es um Führungsanspruch? Um Geltung? Um Excellenz? Oder um Frustration und Blamage? Ich würde den Kollegen respektive die Kollegin auf jeden Fall ansprechen, konfrontieren und ggfs. mit einer Leitung eine verbindliche Lösung suchen, damit die Konturen klar sind. Wir erleben ähnliches ja auch in den Gremien der Gesellschaft: Hahnen- (und Hennen-)Kampf heißt das dann wohl. Das Machtgerangel wird sozial immer noch gesucht und die Fähigen und Sensiblen brauchen dabei ebenso Durchsetzungskraft, um ihre Ziele zu erreichen: Geh/t es mutig an und nutz/t die Erfahrungen!

Casos que sempre acontecem em equipes e é normal a divergência de opiniões e até mesmo falta de flexibilidade de ambas as partes, afinal de contas ninguém é igual e nem tem os mesmos pontos de vista, muitas das vezes é preciso que se busque a ajuda de uma terceira pessoa, nesse caso um mediador HR é nescessário para que seja feita uma mediação das partes, isso somente em casos em que os dois pontos realmente não se alinharam, importante é treinar a auto solução nesses casos para que não seja desgastante para a equipe e não se perca a harmonia.

Then what should we do? 1.Take into consideration who is criticizing you and how much credibility you're giving them before feeling bad about yourself. You should keep in mind that this person might not be an expert on this topic, or they might have other motives for being more critical. 2. People who criticize others usually want a reaction in return. You can prevent this by using the gray rock technique, which means giving boring non-answers to criticism. Examples: "I'll consider" (even if you don't agree), "I heard you" (you heard the words, but didn't agree). "That's a point" (they made a point, but it might not be what you are looking for).

Being professional and stay focused on your work is the key. Stay positive and productive. Look back and evaluate your own self , if anything needs to change take it as an opportunity. Else ignore and with time things may change.

Um exemplo prático: um cliente na mentoria de carreira estava enfrentando críticas constantes de um colega. Sugeri que ele usasse essa experiência para construir resiliência emocional. Ele começou a refletir sobre suas conquistas e a lembrar-se do valor que trazia para a equipe. Para aumentar sua confiança, ele se matriculou em cursos de desenvolvimento profissional e buscou feedback de colegas de confiança que pudessem fornecer uma perspectiva equilibrada. Essa abordagem o ajudou a fortalecer sua resiliência e a lidar melhor com as críticas.

One thing I have found out with building resilience is that it does not affect your performance and at the same time build confidence on the critic. Knowing hoe to handle every team member promotes cohesion among employees.

Aqui podemos usar aquele famoso tema da “uva podre”, após várias tentativas na busca de entender os motivos desse tipo de postura, com diálogos, ações pontuais e constantes, e ainda assim se permanece a postura negativa, é preciso tomar decisões firmes afim de proteger o coletivo!!!

If the criticism is continous and unproductive, you may need to politely set boundaries. You can express that you appreciate constructive feedback but ask that it will be delivered in a respectful manner.

Me resulta útil, el manejo de las diferentes situaciones en el equipo de trabajo, todo comentario es aceptado y analizado, todo suma con el fin de mejorar continuamente.