How to deliver effective criticism
Giving feedback is vital as a leader. However, it can be challenging to know how to deliver effective criticism. We're here to help!
Back to TopFeedback from an employer is crucial for employee development. But often, what a team member receives isn't helpful or is perceived as a personal attack. Today, we'll discuss how to deliver effective criticism, inclusive of annual review season, that will help your team continually improve.
What types of criticism aren't helpful?
We believe that most employers are in the business of helping their team members succeed, but some actions or stances can make criticism destructive instead of effective. Criticism isn't effective if it falls into any of the following categories:
Non-specific: Nebulous claims with no backing are of no help to anyone. Be clear and descriptive so that your critique is understood and can be effectively acted upon.
Attack-driven1 or undermining: Don't go after someone in a way that could hurt their self-esteem. You want to build them up, not tear them down.
Not objective: Don't hit on character and personality.4 It shouldn't be about personal qualities either. Your feedback should focus solely on work performance.
Overly critical:1 Fixating on tiny, tiny details can come off as frustrating and often end in an unproductive delivery. Keep the big picture in mind.
False positivity:1 Your critique should be genuine. No one wants to be lectured by a faux Pollyanna. Tell it like it is.
Filibuster-style: There's a reason people break during filibusters; they're exhausting. Make it a two-way exchange. It should be conversational1 with logical pauses, not a one-sided barrage.
Poorly timed: Pick the right moment. Avoid coming out of nowhere with your thoughts. Feedback isn't just for annual reviews. If it feels unrelated, it can be destabilizing.
Instead, provide feedback promptly after an incident occurs and refer back to it in subsequent reviews. That will be less of a shock and will be more successful.
Public: One-on-one3, private feedback is always smarter. People don't want an audience when they are most vulnerable.
Presumptive: Don't make assumptions6 about anything. It can make the process murky or just plain ill-informed. Additionally, if you enter with assumptions, it is less likely that you will gain accurate insights.
What makes criticism valuable?
You don't want your feedback falling into a black hole. To create value, plan for:
Evidentiary support: Find specific examples to share alongside your feedback so that improvement plans can be built on top of real facts.
Collaboration: In a perfect world, an evaluator should be open to being an active brainstorming partner after giving feedback, helping team members turn areas of potential improvement into real growth.1 This might take the form of pairing people up with mentors or offering suggestions for courses that may assist them in reaching their goals. Get creative with your assistance!
Records: Keep a record of feedback2 so that it can be referred back to later for further assessment and improvement. This will enable you to demonstrate your ability to lead and mentor people to other leaders, and will help your team members rise to the next level.
The right working environment:2After giving feedback, you'll want to be sure that people feel comfortable applying what they've learned.Part of that means being an accessible leader.
You can achieve that by modeling intellectual humility2 and allowing time and space for responses to the feedback2 you gave.
How can you ensure that you are delivering effective criticism?
Effective criticism should inspire action, and there are things you can do to help spur it on as well. Those are:
Practicing mindfulness: Take the time to collect your thoughts and examples in advance, then be fully present in the moment, knowing you are prepared.
Put yourself in their shoes: Consider how your words will be received by the individual and make adjustments accordingly. They will appreciate you trying to see things from their perspective.
Keep it meaningful: Create a calm, intentional space where your message can resonate without distraction.
Follow-through: Remember the feedback you provided and follow up to see that it was utilized. If it wasn't, try to deduce why and see if you can assist in finding a way to make it useful.
Mentorship: If you are in a position to pair employees with mentors or mentor them yourself, that is highly valuable. It can be difficult for people to find a mentor on their own.
Why does providing effective criticism matter?
Effective criticism sets your people up to do better work. If every individual on your team knows the areas they could improve in and the actionable steps they need to take to get there, they will!
Also, effective criticism leads to improved team morale6. Who wouldn't want that?
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Did you find this article valuable? We have lots of other hiring and retention insights for employers like you. Also, if you'd like to talk to us directly, we would love to be your talent partner.
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