Making constructive criticism is an art that serves to encourage someone to improve, instead of lowering their self-esteem. Constructive criticism must be made in a positive tone and must focus on a clear and achievable goal. It is also important to carefully choose the time and place to criticize, since any kind of observation can be difficult to accept when made in front of others. Read on to learn how to make constructive criticism.
Steps
Part 1 of 3: Using a Positive Approach
Step 1. You must have good intentions
The reason you criticize someone's work or behavior affects how you do it. If you have any other reason than wanting to help the person improve, you may be giving a negative impression. Ask yourself if you are the one to make an observation to the person in question, and if the lesson you are about to teach will actually be productive.
- Many people think it's okay to criticize someone for their sake, 'but in some cases, criticism can be more harmful than useful. For example, if you have a friend who has gained a lot of weight since you last met, telling her that she should lose weight to improve her health probably won't be perceived as advice to follow.
- If you are in a position of authority and someone has explicitly asked you for your opinion, it is best to be constructive. For example, if you're a business owner and it's time for the quarterly employee appraisal, you need to be prepared to discuss how they can improve.
Step 2. Prepare the ground
How you present the topic in question can make a difference in how it will be received. Expressing criticism in calm terms is a good way to achieve your goal without sounding too harsh or harsh. Here are some examples you can use to introduce a remark:
- You may want to consider changing your approach.
- I have noticed that these numbers seem inconsistent. Can you explain to me why?
- Great work, but there are still areas that need improvement.
Step 3. Don't be emotional
If you are giving your opinion on a personal matter, you may feel nervous during the conversation. If you can, try to be detached and as objective as possible. If you appear angry or annoyed, your body language and tone of voice may put the other person on the defensive and they are unlikely to consider your criticism.
For example, instead of saying: Your attitude is driving me crazy. You're not much of a boyfriend, try something like this: I know you've been very busy this week and it was hard to find time to help me around the house. Let's talk about it and look for a solution together
Step 4. Choose the right time and place
Even if you have the best of intentions and just want to help someone improve, making a criticism in front of other people is never a good idea. Nobody likes being told in public where he went wrong. It causes embarrassment and humiliation, which are exactly the things you want to avoid in making constructive criticism. Plan ahead and find a private place to talk. Make sure you have enough time so the conversation doesn't have to be rushed.
- The context in which you will speak must be natural and pleasant. If you're talking to a loved one, it might be a good idea to go out for a walk or go somewhere you both love.
- If you need to speak to a colleague or student, meet in the meeting room or another neutral space where you can close the door and have some privacy.
Step 5. Think carefully if you have to criticize a person's character
Never make unsolicited criticism of someone's appearance or personality; 90% will hurt his feelings. If, on the other hand, you are asked clearly what you think about an outfit or a new haircut, it is still important to be tactful. Focus on the things that this person can change, and avoid saying anything negative about those who can't.
Let's say your sister asks you how she can improve her cooking. This is a sensitive subject, so remember to say something positive before criticizing. For example I love your pancakes! Maybe you could cook the eggs a few minutes longer, that would be great since I don't like them too soft
Step 6. Try the sandwich method
This method is often used in large companies to keep employees' morale high and at the same time encourage them to do more, but it is also to be considered in situations where you need to criticize a loved one. Start the conversation with a compliment, make your observation, and then point out another positive aspect of the person in question. Hearing a criticism between two compliments makes the pill sweeter to swallow.
Here is an example of effective feedback using the sandwich method: Cathy, this piece is well organized and easy to read. I would like you to expand the section on metalworking to include more examples of what not to do. I really enjoyed the exhaustive list of resources you added at the end
Step 7. Smile and use open body language
Let the other person know that you are willing to listen to them. This will help her feel comfortable, and let her know that you've been through it too.
Part 2 of 3: Focus on the Goal
Step 1. Be honest
The purpose is to help the person be better, so embellishing and embroidering the truth won't do either of us. Now that you know how to deal with the situation in a positive way, you can say it as it is. Be prepared to step back if you find yourself hurting the other person.
Step 2. Be specific
Giving smoky feedback doesn't help, especially in the school or work context. Leave person confused about how to meet your expectations. It is much better to give precise, concrete feedback, so that the person knows exactly what to change.
Instead of saying, You did your best for this project, but it's incomplete, try saying something like I see you did a good job of tracking down the best restaurants in town for the newspaper review. The list is exhaustive, but restaurant descriptions need to be more in-depth. Please expand it with information on the menus of the various restaurants, their main dishes and addresses
Step 3. Focus on the future
There is no point in dwelling on something that has already happened and cannot be changed. You can mention past mistakes if they are relevant, but be sure to focus the conversation on goals that can be achieved in the days or weeks to come.
Step 4. Don't say too many things at once
Don't overwhelm the person with too much information. Even if your criticisms are made in positive terms, they will start to sound like some kind of shopping list of things this person has to deal with and eventually the conversation will take a negative turn. Limit your criticism to a few situations that can be changed right away. If you have other things to add, raise them on another occasion.
Step 5. Encourage the person to find solutions
In some cases it is more appropriate to let the other person find solutions, rather than give your opinion on what should be done. Once you've exposed your criticism, ask the person how they plan to handle it. Considering his ideas for improvement can help the conversation be more positive and productive.
Part 3 of 3: The "After" Critique
Step 1. Close on a positive note
Don't let the conversation end immediately after criticism. Give a few compliments, then completely change the subject. Don't be afraid that the person will forget the criticism - nobody does. If you close with a harsh tone, your future attempts to make constructive criticism will not be welcome.
Step 2. Talk about progress when you meet again
Subsequent conversations about the issues you raised should focus on the person's progress. Discuss the concrete steps that have been taken towards the goal and praise the improvements. If further changes are needed, point them out.
Step 3. You need to know when to stop criticizing
After making constructive criticism on a given topic a couple of times, you've probably said enough. Coming back to the same issue again and again will not be productive, and could generate negative feelings in the person you are criticizing. Catch the signs that tell you when a person has had enough and say no more until you are asked for your opinion.
Advice
- Timing is of the essence. Do this when the person is in a good mood. Make sure she isn't too tired when you bring up the topic.
- The sandwich formula is usually used in the evaluation field (for example for employee evaluations). It can also be used, with variations, in other situations. It can often make all sorts of interactions easier.
Warnings
- Pay attention to your tone and expression. If you are perceived as a know-it-all, criticism will not be received in the best way.
- Choose your battles. Decide if someone is actually worth criticizing. If it isn't, don't. So how important is it?
- Remember, if you criticize someone badly, it's no longer constructive criticism, it is verbal abuse!
