Criticism: Cruel or Constructive?
Your manager pulls you aside, and you just don’t like the cut of his jib. He must not like yours either, because his feedback on your job performance is the opposite of glowing. Not only that, but you think his delivery was a bit harsh and his assessment of your work unfair.
On another day, you’re chatting with a coworker, and they bring up an aspect of your work where you could be doing better. They’re kind, sincere, and offer helpful suggestions for improvement.
How do you respond? When faced with feedback, whether critical or constructive, how can you deal with it appropriately at work?
7 Dos and Don'ts of Handling Criticism
- Do listen. Rather than react right away, give the person offering you feedback the space to fully articulate their thoughts.
- Do repeat and rephrase. Practice active listening by repeating and rephrasing the speaker’s comments. (E.g., “I hear you saying that I could be prioritizing my tasks better. Is that correct?”)
- Do control your emotions. It’s easy to feel angry or down on yourself when someone’s critiquing your work. If you feel like you’re getting swept up in a negative emotion, ask the speaker if you can take a moment to reflect on what they’ve said so you don’t immediately react.
- Do be kind to yourself. Whether you’re a newbie or an old-timer at your job, there’s always more to learn. View feedback as a way to identify ways to improve, and give yourself grace in the process.
- Do learn and grow. Rather than viewing criticism as an indictment on your character, see it as an opportunity to learn and grow. Even if the criticism was harsh, try spinning it into a positive that can improve your work performance.
- Don’t dwell on it. Once feedback is received, don’t replay the conversation in your head over and over. Focus your energy on making improvements based on the feedback and move on.
- Don’t take it personally. Remember that the feedback is based on your work, not you as a person.
5 Ways to Give Constructive Criticism
If you’re the one giving feedback, here are five ways to deliver it so it’s well-received by the other person.
- Be positive. If you frame your feedback positively rather than being overly critical and negative, the chances of it being received well and taken to heart are greater. Keep your tone upbeat and kind.
- Be specific. Cite specific examples and be concise so they know exactly what behaviour or aspect of their work performance you’re referring to.
- Provide actionable advice. Give concrete steps that the other person can take to improve their work performance.
- Focus on the situation, not the person. Remember: someone’s work performance is not a reflection of them as an individual. Rather than saying something like, “You have a poor work ethic,” say, “Completing your tasks on time will help make our workplace a better place for everyone.”
- Consider the timing. Read the room and the other person’s body language. Are they tired? Stressed? Coming off a long shift? Try to get the person when they’re in a good place so they’re more receptive to feedback.
Sources: hbr.org, indeed.com