How can you give constructive criticism without hurting feelings?

One of my colleague's (fictional name:Sarah) work behavior had deteriorated, so I decided to address it. In a private conversation, I pointed out her consistent lateness to meetings and missed deadlines, stressing the impact on the team. Sarah explained personal issues but acknowledged the need for communication. She vowed to improve and leaned on our support. Over time, her performance improved, demonstrating the power of constructive critique and empathy in the workplace.

1. Wait for the right time. 2. Wait for the right place / environment. 3. Be open and honest about your right intentions. 4. Use the right words so that someone does not feel demotivated. 5. Try to explain with example if possible in order for the person to relate to the constructive feedback you are sharing. 6. Give tips of improvement without imposing. If the above is done with honesty and right intentions, it would not hurt the feelings of the person on the receiving side.

A colleague was perceived as not committed to the job and made many errors, which put a lot of pressure on the other team members. So one day, we had a conversation and he revealed he was drafted into the team against his will. I gave him feedback on how his behavior had impacted the entire team, we were upset but we could understand his situation. We told him pending when he moves to his desired team, he could use his current role as a learning opportunity. He got better on the job and did well subsequently. We gave him feedback, and criticized his actions but we also helped him get out of the situation. Imagine not communicating how we felt.

Constructive criticism is about growth, always, and doesn’t apply just in the work place. It happens all throughout our lives. It’s the best way to learn from mistake.

It occurs to me like evey now and then. Well it's hard . But Possible . Rule 1 : Never outshine your master by criticizing. Instead show other ways that may also be possible so that he doesn't take it as an attack. Remember, the goal of constructive criticism is to help someone improve, not to belittle or hurt them. Approach it with empathy and a genuine desire to see positive change. - First, find a suitable, private place and talk positive. -Frame your feedback as your perspective, not an absolute truth. -Be Specific in Providing issue you want to address. -Suggest constructive solutions or alternatives. Listen Actively to the person to share their perspective and feelings. Remember , being polite is the key.

One thing I've found helpful is considering the situation. What are something that could have contributed to why something was "not right" or "wrong"? Offering solutions rather than berating an incorrect response or issue just leads to resentment, defensiveness or in some cases aggression. Understand what things could have cause something to go differently than planned. Kindness and empathy will go a long way with anyone.

Approach the conversation with a positive and encouraging tone, highlighting strengths and efforts first. Share precise examples of areas for improvement, suggesting alternative approaches. Actively listen to their perspective, acknowledging their feelings and thoughts. Emphasize growth and progress, recognizing any positive developments. Be empathetic, considering their feelings and potential reactions.

I like to say: Can I give you some advice? That seems to go well. If tensions are high, constructive criticism doesn't tend to work. I definitely agree with talking to them privately. The boss of my boss years ago would call people out in front of everyone. That made me realize how I don't want to be.

IMO, this method is deceitful. It’s better to separate what someone has done well from what they can do better. To place it into a sandwich layer is like hiding carrots in your kids’ spaghetti. They taste it and it ruins the pasta 🍝 It’s best to be direct and professionally respectful, and by all means, make sure you’re in check with yourself first or your own frustration will overpower simple mistakes. As leaders we too must learn how to lead and guide others towards optimal output, and then navigate and observe what works and what doesn’t. Everyone is entitled to an off day, so it’s important to keep this in mind and ask questions. There are almost always other factors we don’t consider.

I think critiques are better received if you first start with something positive you noticed, then follow with a way to improve. I don't always sandwich, but I definitely start with the positive. Then I let the person comment; usually they know they could have done better in that area and that self-acknowledgement is an important piece to growth.

Some people are immune to it... when I would spoke to a former employee of mine, who was used to this "trick", he was getting nervous and anxious every time I would start addressing him with positive comments... he was expecting the "filling" of the sandwich! An (obvious when you experience it) lesson I learned: start complimenting more with people.

I actually find this method can backfire depending on who and how feedback is given. If you are someone who struggles to be direct with people you can wash over the importance of what you are trying to convey through too much focus on positives. I find the best approach is to keep the focus on the work/task/or issue at hand and make sure it's not personal. Telling someone something they did wrong can put them on the defensive, whereas pointing out a mistake and making it a teaching moment turns the focus from the person to the task at hand. Overall this makes it easier for that person to understand how that mistake fits into the larger scheme of things and keeps them from internalizing something that doesn't need to be.

From my experience, I have found this method effective. My approach has been; *Celebration *concern(criticism) * Way forward * Setting milestones and celebrating progress. This way, you can be trusted and viewed in the light of an ally, mentor, go-to, etc., and not the opposite.

This is so important in that sometimes we will give constructive criticism, but after allowing the other person to give feedback you may find that there may have been a misunderstanding on either side that gives way to more perspective of the other person and/or situation. Good two-way feedback is important in understanding each other. This promotes trust and respect and allows you to be more open with each other in future communications.

As people, we are great at the 'criticism' part and less successful at the 'constructive' part. While studies have shown that offering 3 positives for every 1 negative makes the recipient more likely to receive criticism, I agree with the 'carrots in the spaghetti' analogy of my fellow Linked In member. I see criticism as presenting someone with a problem they probably didn't know existed or have no real idea how to solve. We are constructive when we are willing to offer our colleagues solutions to solve the problem we've identified and are willing to walk alongside them as they put in the effort to improve. Giving our continued support, sponsorship and advocacy goes beyond empathy and demonstrates our commitment to improving collectively.

Listening is always key to understanding the whole picture. There might be some underlying reasons or circumstances that you, or even themselves, are unaware of until they exteriorize and analyze the situation with you. Active listening and empathizing can create a closer connection and a safe space. This would also help for them to understand that you want to help them improve, instead of perceiving the comment as something negative.

It's important to ask questions. Most people react well to kindness. There is a way to be honest in hard conversations. When people know you care, they are willing to listen. When people know you believe in them, they are more willing to improve and put effort into the transformation process.

When giving constructive criticism,it is important to consider the other person’s feelings and provide feedback in a respectful and tactful manner. Be specific and objective, choose right time and place, offer suggestions and improvements, focus on positive, listen actively and follow up to check in with person later to see how they are doing and offer on going support if needed.

Providing constructive feedback is not just about pointing out areas for improvement; it’s a crucial part of fostering professional growth and development within an organisation. However, what often gets overlooked is the importance of following up and checking on progress. Both are key for the end result as they ensure the employee understands that it’s not just a one-time critique but rather an ongoing commitment to improvement. This feeling of accountability fosters their motivation to take action. When positive behaviour is in place, results will surely follow, thus recognising the effort as well as the outcome will boost morale and reinforce the value of the constructive feedback.

Criticism is essential, but it should always be aimed at improvement. Firstly, we need to identify the root cause of the issue and then engage with the concerned team member individually to guide them. Improvement is an ongoing process; it's not a one-time decision. Be patient.

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"In our workplace, delivering constructive criticism was only part of the journey. The path to improvement extended beyond the initial conversation. We maintained a connection, checking in regularly to see how they were progressing. This continuous engagement showed our commitment to their growth. Recognizing their achievements became a tradition. Every milestone was a reason to celebrate. Appreciation boosted their motivation and confidence. Constructive criticism wasn't just about pointing out flaws; it was a commitment to growth. In our workplace, it was an ongoing narrative of support, progress, and celebration."

Following up after giving constructive feedback is crucial for team growth! Stay connected with your team member, ask how they're doing, and inquire about their progress. Be empathetic and offer support for any challenges they're facing. When you notice improvements, make sure to celebrate their wins and give them a well-deserved pat on the back. Remember, a supportive approach fosters trust and keeps the motivation high! #Teamwork #FeedbackMatters

Criticize in private, praise in public 🌱 Maintain their dignity regardless of your position or theirs, and remember that the goal is growth and understanding. Public criticism can be effective when it serves a broader purpose (promoting transparency, correct misinformation, etc). In this case, display respect by focusing on the matter instead of the person.

Constructive criticism is quite an oxymoron. Any feedback that we give to the other party should be factual and objective (in substance). The delivery of the feedback should consider the perspective of the receiving party without getting personal at all. The intent of giving feedback is to allow the receiving party to be perceptive and improve, hence the need to consider the emotions that you may be eliciting from the receiving party.

You can prepare, you can sandwich it, you can time it perfectly, but criticism is still criticism. It’s a weird and uncomfortable power dynamic that can only lead to resentment. Why don’t we do away with criticism all together and instead focus on building genuine human relationships, beyond just when we have to provide feedback? When you have a genuine relationship with someone you can discuss successes and failures openly and honestly — not from a place of power but as a human being on equal terms. This is how you bring positive change on.

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Be Specific: Use concrete examples to illustrate your points. Use "I" Statements: Frame your feedback using "I" statements to express your feelings and observations without coming across as accusatory. Offer Solutions: suggest potential solutions or improvements. Stay Calm and Composed: Maintain a calm Respect Boundaries: Understand that some individuals may not be ready to receive feedback. Encourage Self-Reflection: Ask open-ended questions that encourage the person to reflect on their actions Offer Praise and Recognition: Acknowledge the person's strengths and accomplishments. Maintain Privacy: Ensure your conversation remains private. Practice Active Listening: Show that you value their perspective. Be Patient: Change takes time.