constructive criticism essay example

23 Constructive Criticism Examples

Dave Cornell (PhD)

Dr. Cornell has worked in education for more than 20 years. His work has involved designing teacher certification for Trinity College in London and in-service training for state governments in the United States. He has trained kindergarten teachers in 8 countries and helped businessmen and women open baby centers and kindergartens in 3 countries.

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Chris Drew (PhD)

This article was peer-reviewed and edited by Chris Drew (PhD). The review process on Helpful Professor involves having a PhD level expert fact check, edit, and contribute to articles. Reviewers ensure all content reflects expert academic consensus and is backed up with reference to academic studies. Dr. Drew has published over 20 academic articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education and holds a PhD in Education from ACU.

Constructive criticism refers to providing feedback to a person or group that is delivered in a positive tone with the intent of helping others improve.

Examples of constructive criticism include the sandwich method of feedback, using the 3×3 method, and ensuring you provide genuine suggestions for improvement.

The distinguishing characteristic of constructive criticism is that:

The goal is to provide support for growth.
You avoid damaging a person’s self-esteem.

Constructive Criticism Definition

Constructive criticism is honest, genuine, well-meaning feedback that provides a critique of the strengths and weaknesses of something or someone.

The criticism should be specific and offers clear suggestions on how to address deficiencies. Remarks should are clear and the suggestions provided should be feasible and reasonable.

Professionals working in a management capacity need to be masters of delivering constructive criticism.

As Nash et al. (2018) point out:

“In almost any profession or pastime—from education, to business, to sports and the performing arts—being able to improve our skills can hinge on receiving good quality feedback from others.” (Nash et al., 2018, p. 1864)

Constructive Criticism Examples

1. being specific in your feedback.

To ensure your feedback is constructive , focus on specific actions or behaviors that could be improved. If you fall into the trap of making generalized statements or personal attacks, the criticism stops being constructive because there’s no clear path for improvement.

Examples could be:

“At the five-minute mark of your presentation, you stopped making eye contact with the audience.”
“The problem with your golf swing is your hip placement. If you square your hips, you may find more success.”
“The third paragraph of the essay is where it goes off track. I would recommend re-writing that paragraph to make sure it clearly links to the previous paragraph.”

2. Using “I” Statements

The use of “I” statements tends to help frame critique more gently. “You” statements, on the other hand, tend to come across as aggressive and accusational. Expressing your feelings and observations allows room for discussion rather than conflict.

“I feel like you interrupted me during my presentation and it led to a less productive meeting. Can we implement a strategy for minimizing interruptions in the next meeting?”
“I liked what you said, but I wonder if you’d consider making a quick change to improve your output. Would you like to discuss it?”

3. Offering Suggestions for Improvement

If you simply criticize, you’re not being constructive . Rather, you’re being destructive. To be constructive, you need to think up ways to build the person up. After all, constructive comes from the concept of “to build”.

“Great job at the beginning, but in the middle of your presentation your voice started getting soft. Can I suggest you focus on maintaining voice projection throughout the presentation next time?”
“I have written down three ideas for improvement of your essay. First, make sure you provide references to academic sources in each paragraph. Second, I’d suggest you write a conclusion that sums up your arguments. Third, make sure you edit your work before submitting to remove spelling errors.”

4. Encouraging Open Communication during Criticism

People who offer constructive criticism aren’t there just to criticize then walk away. They want to help the person improve. So, it’s important for you to let the person ask questions or give responses so you can engage in communication.

“Okay, I will tell you what it looked like you did from my perspective and then can you tell me if you agree?”
“I’m going to make a few suggestions then after that can you let me know how you feel about implementing the changes I suggest?”

5. Offering Opportunities for Growth

You might be noticing a theme: constructive criticism is always about helping someone get better. It’s not about cutting them down or making you feel good about being better than someone else. So, reflect on your criticism and have a think about whether it’s provided the person with opportunities to grow.

“I think there’s potential for improvement here. Let’s talk about some steps you can take so you do better next time.”
“This wasn’t your best work, so let’s go back to basics and talk about getting those fundamentals right again.”

6. Providing Praise along with Criticism

If all you do is give negative feedback, the person you’re giving the feedback to is going to feel deflated. So, good constructive criticism looks at both the positives and areas for improvement so the person feels you’re not there to bring them down, but there to help.

“I found 2 things I felt you did really well and 2 that you could improve on. Let’s start with the strengths.”
“You did a great job with your tone of voice in the presentation, but the subject matter needs a bit of work. If you can improve on the subject matter, your presentation could end up really strong.”
“I really appreciate that you had the courage to give this a go. I have some feedback for you that will make next time you try even better.”

7. choosing an Appropriate Time and Place

Make sure your feedback is given in a context that won’t embarrass the person or make them feel confronted. For example, you could try to give the constructive criticism in private. Or, you might want to take a break between the task and the feedback to make sure the person is relaxed and has some objective space.

A professor asks a student to stay back after class to give the constructive criticism rather than doing it in front of the rest of the class.
A wife is frustrated at her husband, but doesn’t express it in front of the kids. Instead, she waits until they’re in bed that night and having a debrief to gently discuss the issue.

8. Maintaining a positive and supportive tone

Anger, sarcasm, or condescension have no place in constructive criticism. This is because aggressive tones and postures are not constructive . Rather, they will lead to conflict.

Harry is really angry that John said something offensive. But instead of yelling or retaliating in anger, he stops, takes a breathe, and uses an “I” statement to express his feelings.
A teacher is frustrated at a misbehaving student, but she puts on a big smile and says “Sam, I know you’re better than that! Remember last week when you sat politely through the class presentations? I know you can do that again this week.”

9. Focusing on the Behavior Rather than a Person’s Character

Personal attacks or criticisms of a person’s core character are not conducive to positive feedback . Constructive criticism focuses on the task or behavior that needs to be improved upon, not on the person themself. This is fundamental to the concept of unconditional positive regard .

“Okay, let’s talk about the task at hand and push other things out of the conversation for now. I believe you can improve on the task with a few simple steps.”
“This assessment task wasn’t done to the best of your ability. I know you have the right growth mindset to see some improvements, so let’s talk about some ways to improve your work.”

10. Following up on your Feedback

Constructive criticism is supportive. One of the best ways to be supportive is to let the person receiving the feedback to know you’re there to help them through the process of improving. To do this, tell them you’ll follow-up, then actually do it.

“Now that we’ve talked about three ways to improve, let’s put in place a timeline. Could you suggest one thing you could do this week before our meeting again next Monday?”
“Hey Tracy, I’m just following up on the feedback I gave the other day. Did you have any more thoughts about those weaknesses we discussed?”
“Okay, let’s focus on the first step for improvement and push the other two aside for now. Could you drop me an email once you’ve fixed the first issue we discussed so I can give you some feedback on the improvements?”

Strategies for Providing Constructive Criticism

1. the 3×3 method.

One key to providing effective constructive criticism is to not overwhelm the recipient. Instead of listing all 17 things you saw wrong in their report, it is better to prioritize the feedback and narrow that list. It is much easier for a person to remember 3 key points than a long list.

The 3×3 method takes this basic principle one step further by recommending highlighting 3 strengths and the 3 ways that each of those strengths could have worked better.

For example, highlighting the organization of the presentation, and then following up with suggesting that it could have had greater impact if delivered with better intonation and emotional appeal.

The first half of the statement is positive, and accurate, and the second half offers a suggestion to make the first element even better.

Limiting this to a total of 3 statements gives the employee something to focus on, as opposed to them trying to do too much.

2. The STAR Method

The STAR method identifies 4 main components that each feedback session should include. The acronym stands for: Situation, Task, Action, and Result.

This method is effective because it is clear, specific, and offers a feasible suggestion on how the employee can improve the situation. The systematic nature of the process takes some of the negative emotional impacts out of delivering bad news.

Here is a breakdown of each component.

Situation/Task: the supervisor describes the situation or task being evaluated

Action: the supervisor then describes the action, specifically, either positive or negative, the employee displayed

Result: the employee then hears an explanation of the consequences of those actions so they understand fully

If the actions were negative, then a follow-up statement regarding how the employee can improve should be explained. Of course, being specific and reasonable is helpful.

3. The “No Feedback” Approach to Providing Feedback

When a supervisor is working with staff that are responsible and motivated, it is much easier to offer suggestions on how to improve. Because the personnel are professional, their priority is to improve and help the organization prosper.

In this scenario, it may not be necessary for those in a leadership position to deliver any criticism at all. Experienced professionals, that take their responsibilities seriously, tend to be reflective and self-critical.

Therefore, sometimes the best approach to delivering feedback is to not take the first step. For example, a supervisor can simply start the performance evaluation meeting by asking the employee to identify their strengths and weaknesses.

What follows can be quite enlightening. In fact, the employee may be more cognizant of their own shortcomings than what an observant supervisor is able to identify.

4. Use Reflective Questioning

Teachers deliver feedback to students on a routine basis. For instance, teachers make brief comments as they walk around the classroom monitoring students’ progress.

The results of quizzes, exams, term papers and oral presentations are graded and often include evaluative statements. Ideally, teachers can present that feedback in a constructive manner.

Teachers can deliver effective feedback by considering three reflective questions:

1. Where is the learner going?

Both teacher and student need to have a clear understanding of the learning goals and make sure they are achievable and challenging.

2. Where is the learner right now?

Student progress should be assessed and carefully tracked in relation to goals so that both teacher and student know the current situation.

3. How does the learner get there?

The teacher should be specific about the steps the student needs to take to accomplish the learning goals.

As Black and Wiliam argue:

“Feedback to any pupil should be about the particular qualities of his or her work, with advice on what he or she can do to improve, and should avoid comparisons with other pupils” (Black and Wiliam, 1998, p. 143).

Constructive criticism is a way of communicating to students and staff that takes a positive tone when identifying ways to improve. The goal is to facilitate growth so the individual has a greater chance of achieving success.

There are several structured techniques that can be applied in a feedback situation. Most have several common characteristics. For instance, starting out by identifying the individual’s strengths helps establish positive rapport.

This is followed by identifying specific errors, being sure to not use personal statements or strong language.

The path to success will point to specific actions that can produce better outcomes. It is important that those suggestions are reasonable and suitable for the individual receiving the feedback.

Constructive criticism can foster a positive environment and encourage continued effort towards improvement.

AbdulAzeem, A., & Elnibras, M. (2017). The criteria of constructive feedback: The feedback that counts. Journal of Health Specialties, 5 , 45-48.

Black, P., & Wiliam, D. (1998). Inside the Black Box: Raising Standards through Classroom Assessment. The Phi Delta Kappan, 80 (2), pp. 139-144, 146-148.

Black, P., & Wiliam, D. (2005). Inside the black box: Raising standards through classroom assessment . Granada Learning.

Fong, C., Warner, J., Williams, K., Schallert, D., Chen, L., Williamson, Z., & Lin, S. (2016). Deconstructing constructive criticism: The nature of academic emotions associated with constructive, positive, and negative feedback. Learning and Individual Differences, 49 , 393-399. https://doi.org/10.1016/j.lindif.2016.05.019

Lashley, F.R., & de Meneses, M. (2001). Student civility in nursing programs: a national survey. Journal of Professional Nursing: Official Journal of the American Association of Colleges of Nursing, 17(2) , 81-86.

Luparell, S. (2005). Why and how we should address student incivility in nursing programs. Annual Review of Nursing Education , 3 (2015), 23-36.

Nash, R. A., Winstone, N. E., Gregory, S. E. A., & Papps, E. (2018). A memory advantage for past-oriented over future-oriented performance feedback. Journal of Experimental Psychology: Learning, Memory, and Cognition, 44 (12), 1864–1879. https://doi.org/10.1037/xlm0000549

Nilson, L. B. (2010). Teaching at its best: A research-based resource for college instructors (2nd ed.).  San Francisco, CA: Jossey-Bass. 

Niederriter, J. E., Eyth, D., & Thoman, J. (2017). Nursing students’ perceptions on characteristics of an effective clinical instructor. SAGE Open Nursing , 3 , 2377960816685571.

Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 23 Achieved Status Examples
Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 25 Defense Mechanisms Examples
Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 15 Theory of Planned Behavior Examples
Dave Cornell (PhD) https://helpfulprofessor.com/author/dave-cornell-phd/ 18 Adaptive Behavior Examples

Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 23 Achieved Status Examples
Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 15 Ableism Examples
Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 25 Defense Mechanisms Examples
Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 15 Theory of Planned Behavior Examples

11 Constructive Criticism Writing Examples to Produce Results

Example 1: Team Member Lacks Organization
Example 2: Team Member Constantly Misses Deadlines
Example 3: Team Member is Not a Team Player
Example 4: Team Member Doesn’t Take Initiative
Example 5: Team Member Doesn’t Communicate Enough
Example 6: Team Member Lacks Time Management
Example 7: Team Member Sticks Only to His or Her Job Description
Example 8: Team Member is Disengaged in Team Meetings
Example 9: Team Member has a Negative Attitude
Example 10: Team Member is a Poor Listener
Example 11: Team Member is Underperforming

Software to help you write constructive criticism

You have likely had your fair share of constructive criticism. It is a powerful tool that can be used to help people grow and learn, but let’s face it, constructive criticism can also hurt feelings. Creating a work culture that values and encourages constructive feedback is key. According to an article by the Harvard Business Review , 92% of people agreed that negative feedback, when delivered appropriately, is effective at improving performance. This is why it’s important to know the difference between constructive and destructive criticism and have the skills to deliver the appropriate kind.

One thing is certain, you need to know how to give and receive corrective criticism . Whether you are writing constructive criticism for a team member at work or someone personally close to you, here are some constructive criticism examples to use as guidelines for how to give constructive criticism in writing effectively.

Constructive criticism writing examples

Example 1: team member lacks organization.

Describe the specific situation. For example: “When we were working on Project X you posted all of our meeting notes in one folder and didn’t label them correctly which made it hard for everyone on the team to find what they were looking for quickly.”

Avoid judgmental language that seems like a personal attack. For example: “You can never find anything in that folder when we need it!”

Include constructive feedback on what the person should do next time. For example: “Please label each file with your name or initials and add a date before uploading to share so that everyone knows when you worked on it and who they should contact if there is a problem with the information.”

Example 2: Team member constantly misses deadlines

Describe the specific situation. For example: “Every time I ask for a project update from you, you don’t get back to me until two days after our deadline has passed which means we miss out on potential clients because we didn’t deliver on time.”

Avoid judgmental language. For example: “You never meet your deadlines! You’re terrible at this job!”

Include actionable feedback on what the person should do next time. For example: “I would like to see more frequent updates and expect them by the deadline at the latest, but I understand you will need help setting those expectations with other team members as well as yourself to make sure we stay within our timeframe for each project. Thank you for taking my honest feedback seriously and working on improvement.”

Example 3: Team member is not a team player

Describe the specific situation. For example: “Your off-topic comments during our meetings have been distracting the other team members and causing them to lose focus on the main tasks at hand.”

Avoid judgmental language. For example: “We can never get anything done because you keep talking about your weekend plans during our meetings!”

Include constructive feedback on what the person should do next time. For example: “I would like for us to respect each other by keeping our conversations related to work only during the meetings, please. If you have an issue with another member of the group, maybe come to me or someone else privately instead of prompting it during the meeting where everyone can hear your side of things.”

Example 4: Team member doesn't take initiative

The lack of initiative is fairly common in the workplace in recent times. In fact, according to a 2020 Gallup poll , only 20% of workers are engaged at work.

Describe the specific situation. For example: “We never make any progress on our projects because you always wait for someone else to take the lead.”

Avoid judgmental language. For example: “What is wrong with you? Why don’t you ever step up and take initiative? You’re so lazy!”

Include actionable feedback on what the person should do next time. For example: “If there are certain aspects of a project that you enjoy, I would love it if you could take lead on those pieces while also collaborating with others who may be better suited for other parts. If there is something, in particular, holding you back from taking more leadership roles, let me know so we can work together to address that issue in a constructive way.”

Example 5: Team member doesn't communicate enough

Describe the specific situation For example: “I feel like I am always in the dark with what you are working on because you don’t share your progress with me until it is already finished. If we work better together I think our efficiency will increase drastically.”

Avoid judgmental language. For example: “You need to tell me what you are working on before anyone else! You never communicate anything! You need to get yourself together!”

Include written feedback on what the person should do next time. For example: “When sharing projects with other team members, I would appreciate it if you could send out updates for everyone at least once a week, even if it is simply status updates. Let me know what you need from me to make sure we both stay on the same page and achieve our goals as a team.”

Example 6: Team member lacks time management

According to the Development Academy , 82% of people surveyed do not have a time management system. This could be due to the lack of education on this topic.

Describe the specific situation. For example: “We constantly miss deadlines because you don’t manage your time properly. You never meet your deadlines!”

Avoid judgmental language. For example: “What the heck is wrong with you? How do you expect to be promoted if you can’t even do this easy task at work?!”

Include constructive feedback on what the person should do next time. For example: “I would love it if you could set aside time at the beginning of each project to create a schedule for yourself that outlines what needs to be done by when. Let’s do this together so you can see how I manage my own work and we can improve our efficiency as a team.”

Example 7: Team member sticks only to his or her job description

Describe the specific situation. For example: “It is really frustrating because you don’t understand your role on the team. All you care about is doing your job; it doesn’t matter to you that other people are struggling because they aren’t getting enough help from us!”

Avoid judgmental language. For example: “You need to do your part and not just stick to your job description! You need to step up and help everyone else before we get in trouble for not doing our jobs properly.”

Include constructive feedback on what the person should do next time. For example: “I know you might not feel comfortable doing tasks outside of your role, but I would love it if you could lend a hand when needed so we can be completely successful as a team. Let me know what specific areas you would like some extra support in and we can come up with a plan together.”

Example 8: Team member is disengaged in team meetings

Describe the specific situation. For example: “You never contribute during our group, it is like you’re checked out. This brings our team to a standstill and we can’t function the way we need to. I wish you would participate more and take constructive feedback!”

Avoid judgmental language. For example: “What is your deal? How do you expect people to respect you as a member of this team when you don’t give anything back? You never contribute anything! We all hate working with you. Get it together, man.”

Include constructive feedback on what the person should do next time. For example: “I have noticed that sometimes it seems hard for you to jump into conversations at first, so instead of waiting for someone to acknowledge or include you in the group, why don’t you just jump in? This will definitely help the team become more efficient and it would be great to see you contribute. Let’s practice this together so you feel more comfortable speaking up in the future!”

Example 9: Team member has a negative attitude

Describe the specific situation. For example: “It is really frustrating when you always bring such a negative attitude to work. When I ask for constructive critique on an idea or project you shoot me down without offering any advice or constructive feedback. It is hard to get anywhere with your bad attitude.”

Avoid judgmental language. For example: “Get over yourself and stop being such a Debbie Downer all the time!”

Include constructive feedback on what the person should do next time. For example: “I would love it if you were able to approach negative feedback with a positive attitude instead of always assuming I’m wrong. Let’s practice this together so it is easier for you to receive effective feedback in the future. This will make it easier for us to all work more efficiently as a team and make our group stronger.”

Example 10: Team member is a poor listener

Describe the specific situation. For example: “It feels like we can never finish a conversation because you aren’t listening, which makes me feel frustrated and unimportant as your coworker. Please be present and focus on what I’m saying. Stop multitasking!”

Avoid judgmental language. For example: “You NEVER pay attention to me when we are talking, it is like you don’t even care! You need to get your act together and listen to the people around you.”

Include a suggestion or two on what the person should do next time. For example: “I know it might be hard for you because you are so used to multitasking at work, but try practicing active listening with me. It will make conversations go a lot quicker if we both understand each other better and focus on sharing our thoughts instead of trying to talk over each other all the time! Let’s practice this together with a little every day and see what a difference it makes to our group dynamic!”

Example 11: Team member is underperforming

Describe the specific situation. For example: “I don’t think you are grasping the project we are working on. It feels like you aren’t grasping your role here and you aren’t doing what I need you to do. Can we go over the higher expectations that I have for our team? Let’s talk about how we can get you up to speed so we can finish this project together with a positive outcome!”

Avoid judgmental language. For example: “You suck at your job, get out of my office and leave me alone! How did you even get this job, what a joke!”

Include constructive feedback on what the person should do next time. For example: “I know it is frustrating when you aren’t given direction or constructive criticism that helps you improve, but I can see how hard you are trying and that means a lot to me! Let’s look at your previous projects together and make a plan for how we can work better on the new project going forward!”

Take some of the work out of creating a team culture that values constructive criticism by utilizing software that will streamline the feedback process. Matter is an effective free Slack app to provide general feedback, praise, and be more consistent in doing both.

Recognition & Rewards all inside Slack or Teams

Employee Recognition & Rewards all in Slack or Teams

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How to give and take constructive criticism

Jump to section

What is constructive criticism?

Constructive criticism vs. destructive criticism

Benefits of constructive criticism

How to give constructive feedback

13 tips for giving constructive criticism

How to receive constructive criticism

5 things to avoid when receiving constructive criticism.

Let’s face it, it can be hard to give or receive criticism no matter how it is delivered. But getting comfortable with offering and receiving practical, constructive criticism is fundamental to our professional development.

When presented correctly, it can be a helpful tool for leaders and peers to help each other deliver better results, find motivation , and strengthen relationships .

So how can you learn to take criticism well and get better at delivering it to others?

In this article, we'll discuss the art of constructive criticism. We’ll break down what it is, how it compares to destructive criticism, practical strategies to give constructive criticism and receive it well, and what to avoid in both cases.

Constructive criticism is a feedback method that offers specific, actionable recommendations for change and improvement. Good constructive feedback facilitates positive outcomes and creates a positive working environment. It also provides a safe space where a person feels secure enough to ask questions, seek help, and share ideas.

Constructive criticism vs. destructive criticism: what’s the difference?

The big difference between constructive and destructive criticism lies in how the comments are delivered.

While constructive criticism focuses on building up the other person, destructive criticism focuses on the negative. The feedback can be vague and often lacks guidance or support.

Constructive criticism

Constructive criticism is clear, direct, honest, and easy to implement. It provides specific examples and actionable suggestions for positive change. This type of feedback also highlights ways the recipient can make positive improvements in their behavior to minimize future problems.

Deconstructive criticism

Destructive criticism, on the other hand, focuses solely on the problem. This kind of feedback offers no encouragement, help, or support for improvement. Despite the deliverer’s intentions, it often lowers morale and reduces confidence .

Unlike deconstructive or negative criticism, constructive criticism builds trust and provides an opportunity for both parties to grow. Two key elements of constructive criticism’s success are context and actionable advice.

This kind of feedback gives the recipient context around their areas of improvement, which is crucial for understanding why the feedback is being offered.

Supporting the additional context with actionable steps and suggestions for how to improve build trust between both parties. This combination also opens the door to conversation, collaboration, and professional development .

The role of empathy and constructive criticism

But there is more to effective negative feedback than expressing a negative in a positive light. The key to success is to make your feedback sound encouraging and to keep the other person’s perspective in mind.

By remaining empathetic to their circumstances , you’ll have an easier time delivering critical feedback in a beneficial and constructive way.

How to give constructive criticism

1. offer a "feedback sandwich".

This popular method of giving constructive criticism is often used in Toastmasters and the corporate environment.

The “ feedback sandwich ” got its name because of its structure. You wedge your criticism between an opening and an ending (like a burger wedged between two buns) using the PIP analogy, which stands for Positive-Improvement-Positive.

With PIP, you can break down your feedback into three segments.

“I liked the depth of content you covered in your presentation. However, you can improve the design and color palette of your slides. The ones you used were a bit hard to process and didn’t do justice to your content.

Having said that, I really like the overall flow and feel of it. With a few tweaks in the areas I’ve mentioned, I think you have a winner. Please reach out to the design team for some tips, and they will help you take things to the next level. I’m excited to see the end product!”

Segment 1: Open with positive feedback

Start by focusing on the recipient’s strengths and highlight what you like about what they have done.

Example: “I liked the depth of content you covered in your presentation.”

Segment 2: Sandwich the area of improvement in the middle

Provide the criticism by focusing on what they need to improve on.

Example: “However you can improve the design and color palette of your slides. The ones you used were a bit hard to process and didn’t do justice to your content.”

Segment 3: End on a positive note

Finally, round off the feedback with an encouraging comment that reiterates the positive statement you made at the start. Also, highlight the positive results they can expect if they accept your critique as it helps build trust and confidence.

Example: “Having said that, I really like the overall flow and feel of it. With a few tweaks in the areas I’ve mentioned, I think you have a winner. Please reach out to the design team for some tips, and they will help you take things to the next level. I’m excited to see the end product!”

2. Be specific with your feedback

The more specific and detailed your feedback is, the more actionable it will be. Do not make vague, blanket statements. Instead, list out objections or behavior changes you want to see in detail. This step makes it easier for the other person to address and change things.

Here is an example of vague vs. specific feedback:

Vague Criticism: “Hi Julie, I wish you would start writing some articles on marketing.”
Specific criticism: “Hi Julie, I would love for you to write a marketing article on how to identify and communicate with your target audience. Please let me know when you start and if you need any further suggestions.”

The vague comment is very broad and confusing because marketing is a very general topic. In contrast, the specific comment provides clarity and makes the task more actionable because it is so precise.

Using this approach provides employees and peers clarity. The better they understand the request, the less uncertain or anxious they will feel about the job and how they should complete it.

3. Give recommendations for ways to improve

The main reason for giving feedback is to help the person improve. Remember, good feedback is a gift!

Giving recommendations on what the person can do to improve has a range of benefits, including the following:

A better understanding of you and your expectations
The ability to align on expectations
It provides a powerful call to action, giving the receiver a plan of action

It will also help them act on what you have discussed rather than procrastinate .

Weak recommendation: “The presentation is too long. Make it shorter.”
Strong recommendation: “The presentation can easily be reduced from 30 minutes to 20 minutes if you limit one example to each point. This will make it more concise and impactful. At the moment, you have two to three examples per point which detracts from the main message.”

The first recommendation is not very helpful because it lacks clarity and specificity. The second example is better because it is very specific and demonstrates your point of view to the person by explaining your rationale.

4. Avoid making assumptions

Give recommendations only when you know the facts about that specific topic or person. Avoid any temptation to jump to conclusions and observe instead.

Wrong assumptions can come across as personal attacks, and they can cause distress in the workplace .

Criticism: “The presenter was a bit hesitant, and the session didn’t really flow.”
Assumption: “The presenter doesn’t have any workshop experience.”

This assumption is not necessarily true. Experienced presenters can be nervous when facilitating workshops, especially when presenting in a new environment and to a new audience.

For example, assuming that someone is inexperienced just because they appear slightly hesitant can hurt morale and reduce psychological security in the workplace .

It is also counter-productive as the feedback recipient would likely discount any criticism that followed even if it was accurate.

pair-meeting-with-coffee-constructive-criticism

13 tips for giving constructive feedback

The art of giving constructive criticism is a skill that requires practice and empathy. Here are 13 guidelines you can use to foster a culture of growth, improvement, and mutual respect, when giving constructive feedback.

Focus on behavior, not the person

Consider giving real-time criticism.

Feedback is more effective when given promptly and while the events are still fresh in everyone’s minds. You don’t always have to wait for your next one-on-one meeting or 360-review cycle .

Keep timing in mind

If you or the recipient is coming out of a heated discussion, for instance, wait until the dust settles to keep the conversation constructive.

Be mindful of emotions

Avoid workplace gossip, focus on the situation , not the person, use the “l” language technique (i think, i suggest, etc.), remain objective, keep communication clear, give specific examples for each feedback point, offer actionable solutions, maintain a constructive tone, leave space for questions.

Giving constructive criticism can make both parties uncomfortable. And comments can be misunderstood or misinterpreted. Be sure to leave time and space for questions to ensure everyone is on the same page.

What to avoid when giving constructive criticism

Now that we know some strategies to give constructive feedback, here are things to avoid.

Avoid personal attacks: Keep your feedback focused on actions, not the person. Refrain from using derogatory language or making disparaging remarks.
Don't make assumptions: Base your feedback on observable facts and specific examples rather than assumptions or generalizations. This ensures your criticism remains grounded and fair.
Avoid overwhelming with feedback: Focus on a few key areas for improvement to prevent the recipient from feeling overwhelmed or discouraged.
Don't withhold praise: If there are positive aspects of the individual's performance, acknowledge and appreciate them. Balancing constructive criticism with genuine praise creates a more supportive environment.

When the tables turn, and you’re the one on the receiving end of criticism , how do you cope with the situation?

Do you know how to accept the feedback and back off the defensive?

Receiving criticism from a co-worker, a colleague, or someone you don’t fully trust can be challenging. However, it is helpful to remember that accurate and constructive feedback can also come from flawed sources.

Here is a 7-step process on how to receive criticism with tact and grace:

Stop your first reaction . Stay calm and try not to react at all. Maintain a calm demeanor .
Remember the benefits of getting feedback and try to understand the motivation and perception of your criticizer.
Be a good listener . Listen closely and focus on understanding the other person’s comments and perspective.
Say thank you . You don’t have to agree with the feedback, but expressing gratitude demonstrates that you recognize the efforts of your colleagues who are working towards your improvement.
Take time for reflection. Allow yourself time to process the feedback and consider how you can apply it to improve your performance. Reflecting on the feedback fosters self-awareness and facilitates growth.
Ask questions to deconstruct the feedback and share your perspective. Get more clarity by asking for specific examples, acknowledging the non-disputable part of the feedback, and asking for concrete solutions.
Request time to follow up. If it’s a more significant issue, ask for a follow-up meeting to ask more questions and agree on the next steps.

This pause will also give you time to process the feedback, seek advice from others and think about solutions. Ideally, you’ll also articulate what you will do in the future and thank the person again for the feedback.

If you are on the receiving end of constructive criticism, don’t throw it away. Insight from a trusted, objective source about your work, management style , or how you’re showing up is priceless.

You want to keep it coming, and that means not reacting in a way that scares the giver off or makes them less willing to give you feedback in the future.

To keep the feedback coming, avoid these 5 reactions:

Do not react with defensiveness and anger
Do not attack the person giving the feedback
Do not interrupt or talk over the person when they are giving the feedback
Avoid analyzing or questioning the person’s assessment initially
Avoid engaging in a debate or a combative response

Remember, it’s not easy to give or receive feedback, but we hope that this article has equipped you with the tools to feel more positive in your ability to do this well.

If you’re looking for more support, get in touch to see how a BetterUp coach can help you find your voice and manage your responses to constructive feedback.

Understand Yourself Better:

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Maureen Obatomi

BetterUp Fellow Coach

Handle feedback like a boss and make it work for you

Take the initiative: a how-to guide in 10 steps, how to give negative feedback to a manager, with examples, how to embrace constructive conflict, 16 constructive feedback examples — and tips for how to use them, how to give feedback to your boss: tips for getting started, professional development is for everyone (we’re looking at you), become a pro at asking for feedback (and receiving it), 5 types of feedback that make a difference (and how to use them), are you receptive to feedback follow this step-by-step guide, how to get feedback from your employees, how to give constructive feedback as a manager, how to give feedback using this 4-step framework, the connection crisis: infographic, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Constructive Criticism in Leadership Essay

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Nowadays, leaders are in demand due to the rapid growth of organizations and the dynamic changes and competition in the business world. However, getting a competent candidate for effective management is challenging because of the complex social environment, corruption, hostility, and miscommunication. Today working environments are complex and require an individual dedicated to serving the organization and empowering others to obtain the set goals. Numerous attributes define an excellent manager, such as good communication, honesty, and problem-solving skills. While individuals may be different and supervise according to innate managerial skills, common traits entail good administrative qualities, such as attentiveness, openness to feedback, and availability. This essay focuses on constructive criticism as a significant element in governance by giving first-hand examples of a manager with the constructivism trait.

Often, organization managers praise employees according to their merits which may result in egocentricity. Other times, failures lead to negative criticism, which may also exceed the intended level or serve the purpose of rectifying a mistake effectively. After high school, the first organization to hire me was a production company. I met the most admirable leader who was respected and appreciated by all employees. The manager’s charisma and constructive criticism benefited all employees, enhancing productivity and professionalism and developing skills and competencies.

The first attribute of the leader was prioritizing self-development. Good leaders focus on developing personal skills and intelligence, which is necessary to adapt quickly to the changing dynamics in the business world and the complexities of the workplace social environment. Based on situational leadership theory, developmental leaders learn to adapt quickly according to a given group. The manager at my first workplace was open to feedback and positive criticism from top management and other employees, enhancing personal development and knowledge about other employees’ preferences and competencies. As a good leader, the manager encourages hard work by acting as a role model. For instance, he worked long hours to reach his targets on time, encouraging employees to follow his example and attain goals that benefit the organization or the individual level.

The manager offered constructive comments in return by accepting positive criticism for self-development. It enhances the leader’s attentiveness and listening skills resulting in good communication and relationships. Unlike other leaders who offer feedback in groups or at departmental levels, the manager was considerate and offered individual criticism. Workers have different tolerance levels and competencies, and practical criticism for one individual may not be as effective for another employee. Therefore, the manager ensured constructive criticisms based on how the worker would handle the feedback and how it would help develop their skills. For instance, employees hired directly after high school have minimal experience at work and in constructive criticism, and a leader must find a suitable way of approaching them to offer advice. Instead of commenting on ‘poor work,’ the managers advise on what to do by stating that previous workers had the same problem but made it through following specific steps. When employees achieve set targets, the manager praises each achievement based on teamwork and individual attributes that lead to the team’s success.

Generally, constructivist criticism is an essential quality in leadership. Positive criticism allows for personal development and improves employees’ skills and competencies in return. Practical criticism involves learning and considering individual competencies and tolerance levels to reproval, setting the climate for amicable communication. More leaders should embrace constructive criticism and accept feedback from other employees, enhancing development on both sides. Improving the organization’s employee’s skills and competencies increases productivity and profits, ensuring more benefits and employee appraisal.

The "Organizational Behavior 1" Book by Miner
Personal Leadership Style Analysis
Tesco PLC Constructive Conflict Management
Personal Leadership Philosophies
Maslow’s Hierarchy of Needs and Self-Development
Contemporary Leadership in London Energy Company
Elon Musk: The Leadership Style
A Transformational Education Leader's Weaknesses
Leadership and Personality Traits of Hovard Schultz
New Business Realities and Leadership Theories
Chicago (A-D)
Chicago (N-B)

IvyPanda. (2023, March 11). Constructive Criticism in Leadership. https://ivypanda.com/essays/constructive-criticism-in-leadership/

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15 Constructive Criticism Examples To Inspire Growth | Updated in 2024

Jane Ng • 21 March, 2024 • 7 min read

Whether you're a manager, an HR professional, or a new team member, giving constructive criticism is still a challenge. Constructive criticism is an art that can either empower or demotivate.

This blog post'll share 15 insightful, constructive criticism examples that sparked growth, transformation, and career advancement.

Constructive criticism meaning, why is constructive criticism crucial, constructive vs. critical criticism, 15 constructive criticism examples, final thoughts.

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In a professional setting, constructive criticism refers to providing useful and positive feedback to colleagues, team members, or even your managers. It's about sharing suggestions for improvement while maintaining a supportive and respectful tone to help others enhance their skills and performance, ultimately contributing to the success of the team and the organization as a whole.

Constructive criticism is crucial because it helps people learn and get better at what they do.

It allows individuals to see areas where they can improve without feeling discouraged. By addressing weaknesses and learning from feedback, they become more proficient at their tasks.
It provides valuable insights that can lead to enhanced performance. When people receive specific suggestions for growth, they can make targeted changes that positively impact their output.
It is a healthy way to address issues and conflicts. By positively offering feedback, misunderstandings can be resolved without damaging relationships.
It fosters a sense of trust and respect, improving the manager-employee, peer-to-peer relationship.

Constructive and critical criticism may seem similar, but constructive criticism aims to build up and support, offering guidance for improvement, while critical criticism focuses more on pointing out flaws without offering a constructive path forward.

Constructive Criticism: Constructive criticism is delivered in a positive and supportive manner, to help someone better at their job. It provides specific suggestions and actionable feedback, highlighting areas for development without undermining the individual's confidence. This criticism encourages individuals to learn from their mistakes and make positive changes.

Critical Criticism: Critical criticism, on the other hand, tends to be negative and fault-finding. It often points out mistakes or shortcomings without offering improvement solutions. It can damage relationships, as it may come across as judgmental or confrontational. Instead of promoting growth, critical criticism may lead to defensiveness and hinder the individual's willingness to learn and adapt.

Here are some constructive criticism examples in specific scenarios, along with a comparison to critical criticism:

Constructive Criticism Examples For Employees

Presentation skills.

Instead of Critical Criticism: "Your presentation lacked visual appeal and you seemed distant from the audience. You need to work on your delivery and engagement."

Constructive Criticism Examples: "Your presentation was well-structured and you covered the main points effectively. To make it even more engaging, consider adding a few visuals to support your key ideas and maintain eye contact with the audience."

🎉 Learn more: Body Language During Presentation? Best 14 Tips To Use In 2024

Written Report

Instead of saying: "Your report is confusing and poorly written. You should have paid more attention to grammar and organization."

Constructive Criticism Examples: "Your report contains valuable insights. To enhance its clarity, consider breaking down complex concepts into simpler terms and proofreading for any minor grammatical errors."

Customer Service

Instead of saying: "You didn't understand the client's needs and your communication was poor. You need to improve your customer service skills."

Constructive Criticism Examples: "You handled the client interaction professionally. To enhance the customer experience, try to actively listen and ask follow-up questions to better understand their needs."

Time Management

Instead of saying: "Your time management is terrible. You're falling behind on deadlines and not prioritizing your work properly."

Constructive Criticism Examples: "You're doing well with your tasks. To manage your time more efficiently, consider setting specific deadlines for each stage of the project and prioritize tasks based on their importance."

🧘 Check out: Defining Time Management

Instead of saying: "You're not contributing enough in team meetings. Your lack of involvement is hindering progress."

Constructive Criticism Examples: "You've been a great team player. To improve collaboration, make sure to actively participate in group discussions and share your thoughts during brainstorming sessions."

👆 More on: New Insight Into The Importance Of Teamwork | 2024 Updated

Problem-Solving Skills

Instead of saying: "Your solution was flawed and lacked creativity. You need to think more critically when faced with challenges."

Constructive Criticism Examples: "Your approach to solving the problem was thoughtful. To enhance your problem-solving, consider brainstorming alternative solutions before making a final decision."

❤️ Learn more: 9 Creative Problem Solving Examples to Solve Real Interview Questions

Conflict Resolution

Instead of saying: "Your conflict resolution is inadequate. You need to work on handling conflicts better and consider others' viewpoints."

Constructive Criticism Examples: "You've addressed conflicts constructively. To improve your conflict resolution skills, consider using 'I' statements to express your feelings and actively listen to others' perspectives during disagreements."

🥲 Learn more: 7 Signs of a Toxic Work Environment and Best Tips to Protect Yourself

Adaptability to Change

Instead of saying: "You struggle with change. You need to be more adaptable and keep up with industry developments."

Constructive Criticism: "You've managed changes in the project well. To further strengthen your adaptability, try to stay informed about industry trends and seek opportunities to proactively adjust our strategies."

🥰 Learn more: Change Management Process: The Key To A Smooth And Efficient Transition

Constructive feedback examples for a colleague

"Your insights are valuable; consider sharing them with other teams too."
"Your suggestions during brainstorming sessions are valuable. To encourage more innovation, maybe try encouraging quieter team members to share their ideas as well."
"I've seen you handle changes in projects impressively. To further enhance your adaptability, you might want to explore additional training in emerging tools or techniques."

Constructive feedback examples for your manager

"Our meetings are productive. Streamlining agendas and focusing on actionable outcomes might help optimize our time."
"I admire your strategic planning. To help us understand the bigger picture, more clarity on how our individual goals contribute would be beneficial."
"Your feedback is valuable. To ensure it's actionable, would you consider providing more concrete examples when discussing improvements?"
"Your recognition motivates us. Could we explore more specific feedback during team meetings to highlight individual contributions?"

>> Read more: Best 19 Manager Feedback Examples In 2024

Constructive criticism, when wielded adeptly, serves as a compass guiding us toward improved communication, enhanced skills, and stronger relationships within the workplace. So let's harness 15 Constructive criticism examples in this blog post to cultivate greater achievements and success.

And don't forget AhaSlides provide interactive features , like live quizzes and word cloud s for effective feedback exchange, allowing teams to collaborate seamlessly and provide insightful input.

What are examples of constructive criticism?

Here are some examples: "I admire your strategic planning. To help us understand the bigger picture, more clarity on how our individual goals contribute would be beneficial."; "You're doing well with your tasks. To manage your time more efficiently, consider setting specific deadlines for each stage of the project and prioritize tasks based on their importance."; "Your report contains valuable insights. To enhance its clarity, consider breaking down complex concepts into simpler terms and proofreading for any minor grammatical errors."

Is Constructive Criticism a Good Thing?

Yes, constructive criticism is a positive approach to giving feedback. It focuses on improvement, encourages growth, and helps individuals refine their skills. It fosters a supportive environment for learning and development.

What is constructive vs critical criticism?

Constructive vs. Critical Criticism: Constructive criticism offers specific suggestions for improvement positively. It aims to help individuals grow and learn. Critical criticism, on the other hand, tends to focus on faults without guiding improvement, and it can be more negative and demotivating.

Ref: Valamis | BetterUp

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Summary. Constructive criticism is a positive and productive way to provide and receive feedback that suggests specific, actionable recommendations. When giving constructive criticism you should give the constructive criticism between specific positive and praising statements. When receiving constructive criticism it’s important to not react and try to listen and understand what the person is saying because it can have benefits. Constructive criticism can be hard to swallow and terrifying to give, but it’s important for building healthy relationships and organizations. In this article, we’ll talk about how to give and receive constructive criticism in an effective way. We’ll also share what constructive criticism is and examples of it in the workplace. Key Takeaways Giving good constructive criticism requires empathy, positivity, and forethought. Receiving constructive criticism well requires staying calm, remembering that it’s intended to help you, and graciously listening to and thanking the speaker . Constructive criticism always includes a clear way to improve or fix the problem. In This Article Skip to section How to Give Constructive Criticism How to Take Constructive Criticism What Is Constructive Criticism? Examples of Constructive Criticism Constructive vs. Destructive Criticism Empathy and Constructive Criticism Constructive Criticism FAQ Final Thoughts References Sign Up For More Advice and Jobs Show More How to Give Constructive Criticism

If the idea of giving constructive criticism feels like a nerve-racking minefield, consider these tips to improve the outcome of how your advice is received:

Utilize the sandwich method. This method focuses on providing constructive criticism between specific positive and praising statements. When this strategy is implemented, evaluating a co-worker or employee is more balanced because you can discuss what they’ve done well before moving to the aspects of their performance that need improvement.

Then, to complete the feedback sandwich, the critique is concluded with another specific praise.

With that in mind, the sandwich strategy can be an effective way to deliver actionable feedback to your co-workers or employees. To initiate the method, consider approaching the person you want to talk to privately. Next, open your conversation with praise about a specific success or comment about their work ethic.

Starting the conversation on a positive note will make it easier to offer productive advice and plans for improvement.

“I appreciate how quickly you respond to register assistance calls and how efficiently you cash out customers. However, I think we could really use your focus in other areas of the store as well. You’re at the register frequently, and it’d be very helpful if you could do your restroom check-up on time. Overall though, thank you for exceptional customer service skills.”

“I” language strategy. Unlike writing high school essays, using “I” in your sentences can be a good strategy when giving constructive criticism.

When you use phrases like “I think,” “I feel,” and “I’d suggest,” it not only personalizes your statements but also shows that you’re focusing on a behavior, rather than targeting someone as a person. Further, using “I” reinforces your point of view, letting the other person know how you see the situation.

Using “I” statements to deliver constructive criticism significantly reduces the chances of miscommunication. Remember that you are the one delivering the critique, so it’s important that you own your statements and personalize your concerns.

“I loved your blueprint for the new city bridge; however, I felt like the blueprint would be clearer if it outlined a more specific rubric.”

Pinpoint the action or behavior. Remember that when you’re giving constructive criticism, it is essential that you focus on the specific action or behavior that you would like to see improve. Don’t go off-topic or be too vague.

When you’re focusing on a specific improvement you want to see, try using non-specific language such as “the numbers,” “the performance,” or “the project” rather than “your numbers,” “your performance,” and “your project.” Even though it’s crucial for co-workers and employees to accept accountability , driving in that they specifically are doing something wrong may hamper their performance rather than improve it.

“The oven tray was cleaned relatively well; however, it could have been scrubbed longer in the sink.”

Remember to include positive praise. As mentioned previously, you should temper your constructive criticism by offering praise of the person’s productivity, performance, or abilities. This allows them to be aware of the tasks and responsibilities that they perform satisfactorily or above standards, which will make them more open to criticism.

Ideally, they can then apply those strengths toward improving the areas you’re critiquing.

“The presentation was exceptionally insightful and well made. Although, as a note, I felt like it could have been more effective if you utilized your skills in Photoshop. The presentation could have benefited from more detailed graphic designs and layouts.”

Provide actionable feedback. Your criticism won’t be constructive if you don’t offer actionable feedback that the person in question can use to improve. Make sure you provide this feedback and consider discussing strategies that both you and the person can use to work toward improvement.

For instance, if so-and-so is struggling to complete their portion of a project, you could create a daily checklist or spreadsheet to outline urgent tasks. This is an actionable improvement that will hold them accountable for moving through their task lists and making sure expectations are met.

“Although our project is moving forward, you seem to be falling behind and struggling with your tasks. Therefore, I suggest we create a daily checklist to help outline the most urgent tasks.”

How to Take Constructive Criticism

Receiving constructive criticism can be even more difficult than dishing it out, so here are some tips on how to have a positive reaction:

Stop your initial reaction. If you’re receiving criticism and feel an adverse reaction coming on, you should stop and calm yourself. Do your best to avoid reacting altogether. Tempering your response will prevent dismissive facial expressions or reactive quips that will have a negative impact on the conversation going forward.

Remember the benefits of constructive criticism. Remember that constructive criticism is meant to help you improve your skills, productivity, and relationships. Remember that accurate and constructive feedback can give you insights you would never have realized otherwise.

Listen and understand. When you’re in the middle of receiving constructive criticism, listen closely . Resist the urge to defend yourself, and instead allow the person to share their complete thoughts without interruption.

Say thank you. Saying thank you is a crucial part of being polite. Regardless of your feelings toward the person giving you feedback, you should look them in the eyes and thank them for sharing their constructive criticism with you.

Deconstruct the feedback by asking questions. To receive more clarity and understand everyone’s perspectives, you should ask follow-up questions. Avoid engaging in a debate; instead, ask questions that will provide more details on how you can improve.

Professionally close the conversation or request time to follow up. After you’ve asked any questions you want to ask, and you feel as though the conversation is coming to a close, you should make a plan going forward. Then, once you articulate that plan and thank the person again for the feedback, you should end the conversation and move on.

By definition, constructive criticism should be fundamentally different than just criticism, as it’s meant to be positive and productive, rather than negative or hostile. When delivered and received correctly, it’s helpful to provide feedback that suggests specific, actionable recommendations.

In this way, constructive criticism is particularly helpful because you can put forward specific ways to make positive improvements instead of providing general advice. Constructive criticism can address anything from life skills , critical thinking , interpersonal abilities , leadership skills to any other skills employers look for . Ideally, it should be clear, to the point, and easy to put into action.

In the workplace, constructive criticism is often a normal part of communicating with co-workers and can help employees set and achieve their work goals. It can also create a positive atmosphere where co-workers are comfortable asking questions, requesting assistance, and offering their own insights.

Given that, companies often consider constructive criticism an improvement strategy for employees, and you shouldn’t be caught off guard by giving or receiving it. Ultimately, constructive criticism can provide ways for us to better understand ourselves and improve in the workplace and many other aspects of our lives.

Examples of Constructive Criticism

Constructive Criticism for a Performance Review Example

In the past, I’ve picked up on how you like to step up and lead projects. But lately, it seems like you’re content to let others take control. I’m wondering if there’s something about the nature of the projects we’ve been working on lately that doesn’t interest you as much or if there’s an issue with team dynamics that I’m not seeing. Everyone really appreciates it when you lead, especially with internal software projects that you know better than anyone.

Constructive Criticism for a Coworker Example

I think that presentation went really well — you opened strong and had some really compelling arguments. As a note, I noticed that the middle part of your presentation went on for a bit long and, while the data was interesting, I feel it could be included in the documentation at the end for the clients to look over at their leisure. I think that could help get it down to under 10 minutes too without hurting your pacing, which would leave more time for Ray to deliver his pitch.

Constructive Criticism for Your Boss Example

I really appreciate that you trust me with these sorts of tasks, but it would help me if you could provide a few hours or ideally a full days’ notice. It can throw a spanner in the works of my other ongoing projects, and it’s hard to budget my time efficiently when I don’t have a clear idea of what my tasks for the day will be. If you’d like, we could meet once a week to lay out these tasks comprehensively.

Constructive vs. Destructive Criticism

Not all criticism is constructive, and it’s important to know the difference between constructive and destructive criticism.

Constructive criticism always includes:

Clear, actionable ways to fix a problem or improve a behavior.

Positive observations about the person’s behavior along with the negative ones.

Taking the time to word the criticism empathetically and without anger.

An open door to further conversation or question-asking.

On the other hand, destructive criticism involves:

Lashing out in the moment.

No suggestion or support for improvement.

No encouragement or positive observations.

While constructive criticism isn’t always without conflict, at the end of the day it serves to strengthen relationships, help the recipient grow, and improve the organization.

Destructive criticism, on the other hand, discourages and frustrates the recipient, damages relationships, and lowers morale.

Empathy and Constructive Criticism

One of the biggest factors to keep in mind on giving effective feedback and receiving feedback positively is empathy . When we approach things from a growth mindset and try to understand where the other person is coming from, it’s a win-win for both parties.

With that in mind, try to hold onto these nuances of constructive criticism:

Consider how you’d feel before giving feedback. This is an easy test to run through before you provide specific feedback on a subject. If it helps, write out exactly how you’d phrase your constructive criticism, and then read it back to consider how you’d feel hearing it.

Remember that you might be wrong. This goes for both the giver and receiver of constructive criticism, but let’s focus on the giver first. The whole point of using “I” statements is to personalize your feedback — but personal feedback is really just a set of opinions, even if those opinions are based on some tangible facts.

We’re not saying “you might be wrong, so don’t bother offering feedback,” though. Our suggestion is to approach the conversation as a dialogue, from a place of curiosity rather than judgment. When you come into the conversation with an open mind, the person you’re trying to provide feedback to will have an easier time keeping an open mind as well.

Don’t give criticism when you feel threatened. Oftentimes, we rush to judge others when we feel that our own sense of worth is under attack.

For example, a department that’s failed to meet its quarterly goals might see factions pop up that lay blame at the feet of other factions. Or a parent could perceive their child’s mistakes as their own failure, and rush to criticize as a way of resolving their own self-doubt.

It’s not easy, but try to be mindful of why you feel the need to provide constructive criticism in the first place. If it’s part of an effort to create a more inclusive and positive work environment, then you can go ahead with a clear conscience.

Constructive Criticism FAQ

When is it appropriate to give constructive criticism?

Constructive criticism should be given to help improve someone’s performance or behavior. Giving constructive criticism should only be done when it is actionable, clear, and beneficial to the person otherwise it may only be pointing out something negative.

When delivering the feedback, you should give it constructively and positively and avoid only focusing on the negative aspects. You should also be respectful to the person and avoid only giving them negative feedback.

How do you accept constructive criticism without being defensive?

The first step in accepting constructive criticism without being defensive is to stop your first or initial reaction. You should try to do your best to avoid any type of reaction and try to be calm. Having a calm reaction will help keep the conversation from turning negative.

It’s important to remember the benefits of getting constructive criticism. Getting this feedback is a great way to improve your work and be better at what you are doing. Once they are done providing feedback to you, you should tank the person for their perspective and thoughts, even if you disagree with what they say.

What is the best way to approach giving constructive criticism?

The best way to approach giving constructive criticism is to use empathy and put yourself in their position. Putting yourself in their position and thinking about how you would want to receive criticism helps you give the feedback more positively.

You should also focus on using the sandwich method and put the criticism between specific positive and praising statements. You should also only provide actionable feedback that the person is able to do.

Final Thoughts

Learning the most professional ways to deliver and receive constructive criticism is important because often, it is the only way we learn about our weaknesses . If we get defensive or try to play the blame game, we run the risk of missing out on valuable insight. Remember, feedback’s not easy to give, and it’s certainly not easy to receive, but it helps everyone grow.

Herzig University – How to Handle Constructive Criticism in a Healthy Way

Post University – Learning to Positively Respond to Constructive Criticism from Professors

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Jack Flynn is a writer for Zippia. In his professional career he’s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.

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Constructive Criticism

Constructive criticism that works

Psychologists are discovering how to increase the odds that feedback will lead to change

Vol. 52 No. 7 Print version: page 61

Healthy Workplaces
Managing Human Capital

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When psychologist Naomi Winstone, PhD, started delving into research about constructive feedback, she found an abundance of literature on how to have these conversations but little on whether the recommended strategies were working. In response, Winstone, director of the University of Surrey’s Institute of Education in the United Kingdom, started investigating the effectiveness of different types of feedback and was surprised by what she found. In multiple experiments, Winstone found that people were far more likely to recall evaluative feedback—feedback about something they have already completed—than feedback on how they could improve on a future task, also known as directive feedback ( Journal of Experimental Psychology: Learning, Memory, and Cognition , Vol. 44, No. 12, 2018). For Winstone, the findings were somewhat puzzling because in recent years, studies in education have shown that students prefer directive feedback because it motivates them to improve their grades.

“Our results demonstrate how little we know about what happens after feedback is given,” she said. “We should not assume people know how to use the information to improve, and my goal is to help people develop skills to leverage this input more effectively.”

Winstone and other psychologists at the forefront of feedback research are discovering that the skills needed for both delivering and receiving constructive criticism are not always intuitive, and investigators are starting to understand how to increase the odds that these interactions will help students, employees, researchers, and leaders be successful. For psychologists, the latest findings can inform how they provide feedback in their roles as graduate student advisers, clinical supervisors, journal editors, lab directors, and managers.

Work environment matters

Winstone believes that one of the critical, yet often neglected, elements needed in conversations is time spent teaching people how to use the feedback they receive. Rather than assuming her students will remember comments about how to improve their work, she encourages them to keep a record of feedback. She recently developed an online tool called FEATS (Feedback Engagement and Tracking System) that helps students log the feedback they receive, categorize their strengths and weaknesses, and identify a plan for improvement.

Industrial and organizational (I/O) psychologist Lisa Steelman, PhD, has found that the work environment is another key factor that influences whether people use the feedback they get. At the most recent annual meeting of the Society for Industrial and Organizational Psychology, she presented results of a study in which senior and middle managers received 360-degree feedback from peers and subordinates before participating in a 5-day leadership development program focused on performance improvement. The participants also rated how supportive their work environments were for feedback in areas such as credibility of supervisors, quality of ongoing feedback, levels of empathy when feedback was delivered, and accessibility of leaders for regular check-ins. Then the managers returned to their workplaces to use their newly learned skills.

“We found that leaders in a supportive environment for feedback had much better performance improvement over time than those in the unsupportive feedback environment,” said Steelman, a professor of I/O psychology at the Florida Institute of Technology. “This shows that feedback does not happen in a vacuum, and we need to set the stage by creating a growth-oriented environment.”

One of the ways she has created a supportive environment is by making herself more accessible to her students. “When students see me walking quickly in the hallways as I rush to class, they assume I am not available,” she said. “I noticed that they would approach me with comments like, ‘I’m sorry to bother you.’ I’ve intentionally started walking more slowly, and I check in with them proactively to see how they are doing. I may not deliver feedback during these informal interactions, but this sets the stage for later feedback by promoting an environment that supports coaching and mentoring.”

Similarly, New York University’s Jay Van Bavel, PhD, has fostered a feedback culture in his Social Identity and Morality Lab by modeling the importance of intellectual humility. He shares his draft papers with students in the lab and invites an open discussion where they can offer feedback. “I’m in a position of power, and it’s important for my students to see that I am open to receiving criticism,” said Van Bavel, an associate professor of psychology and neural science. Everyone working in the lab also shares their papers. “It’s not really about one senior person giving feedback, because everyone has a turn giving and receiving comments,” he said.

Winstone also emphasizes to students that receiving a critique of their work is just the beginning of the process, not the end. “There is often a power dynamic in which the professor or manager is seen as the gatekeeper and thus the feedback should not be questioned,” she said. “But I urge my students to respond to my input and explain why they wrote something in a certain way, because I may have misunderstood or been biased.”

The role of empathy

Researchers have also been questioning feedback strategies focused on using a specific sequence of positive versus constructive comments, such as the “feedback sandwich” in which the person giving feedback offers a praise statement before and after constructive criticism. One recent study compared three different forms of feedback given to people who were learning how to work with children with intellectual disabilities: the feedback sandwich, three constructive comments followed by three praise comments, and in-the-moment feedback that was constructive or praising ( Journal of Organizational Behavior Management , Vol. 41, No. 1, 2021).

The participants watched a training video, implemented what they learned in a role-playing exercise, and received feedback on their performance in one of the three ways. Then they role-played and received feedback two more times. The researchers rated the performance of the participants in 10 areas, and all three feedback groups performed equally well.

“This suggests that the order of praise and constructive statements may not matter in the context of teaching a new skill,” said study author Summer Bottini, PhD, BCBA-D, a postdoctoral psychology resident at the Marcus Autism Center in Atlanta. In a follow-up survey, the participants also rated their preferences when receiving feedback, and the responses showed that they cared more about the interpersonal abilities of the person giving the feedback than the delivery method. “People want input from someone who is genuine, engaging, kind, and clear,” said Bottini.

Although soft skills are valuable when building rapport and trust, leaders who embody these traits are often more likely to feel reluctant to offer constructive criticism because they place a premium on relationships, and delivering negative feedback conflicts with that goal, said I/O psychologist Christopher Rosen, PhD, a professor in the Sam M. Walton College of Business at the University of Arkansas who studies the use of feedback in leadership roles. “Most people agree that constructive criticism is important for learning, but leaders higher in empathy are more at risk of avoiding these conversations and may even be more likely to inflate performance ratings,” he said.

To better understand why certain leaders are averse to giving constructive criticism, Rosen and his colleagues conducted several studies, and they found that people who are high in empathy reported increased levels of distress and lower attentiveness while working after providing negative feedback to subordinates. They were also less productive at work after these conversations because they then struggled with executive functioning and problem-solving tasks. Conversely, managers low in empathy reported feeling more attentive and less distressed after delivering negative feedback ( Journal of Applied Psychology , in press).

“We found that the experience hijacks them emotionally and cognitively, and it impairs their performance,” Rosen said.

Leaders high in empathy can offset the psychological costs by taking breaks after providing constructive criticism, he said. Rosen, who believes he is high in empathy, tries to avoid scheduling these conversations before important deadlines or presentations. He also strives to offer feedback to graduate students frequently so the experience feels less intimidating and is a familiar part of the growth process.

Consistency is key

Although constructive criticism is vital for people who want to improve performance, psychologist Cydney Dupree, PhD, an assistant professor of organizational behavior in Yale University’s School of Management, recently found another reason people may be tempted to avoid these important conversations. In a recent study, she discovered that people who identify as White and liberal tended to present themselves as less competent when they interacted with non-White people, while White conservatives presented equal competence when they interacted with White versus Black people. In a series of experiments, she found that White liberals used fewer words related to competence, such as “competitive” or “assertive,” when talking with a Black person or mostly Black audience than when talking with a White person or mostly White audience ( Journal of Personality and Social Psychology , Vol. 117, No. 3, 2019).

“This is likely a well-intentioned, yet patronizing, attempt to connect with racial minorities by distancing themselves from stereotypes that depict White Americans as dominant,” she said. “Ironically, they are aligning with stereotypes that depict minorities as incompetent.”

The findings relate to delivering feedback because leaders unknowingly influenced by this desire to connect with people of color may unintentionally avoid giving negative feedback, or they might patronize researchers of color by trying to appear less competent themselves. To avoid these pitfalls, Dupree suggests that managers, advisers, and mentors create a standardized list of specific topics to provide feedback on and to schedule sessions regularly. “Avoid skipping topics, and update the list regularly, being sure to focus on relevancy to the job,” she said.

Increasing the quality and frequency of feedback is also a goal for Carol Falender, PhD, who has worked as a training director of APA-accredited internships for more than 20 years. One of the most common errors she sees among supervisors is a failure to provide frequent feedback. “They may fear that feedback will strain or rupture the relationship,” said Falender, an adjunct professor at Pepperdine University and a clinical professor at the University of California, Los Angeles. “But the consequence is that supervisees don’t have an opportunity to respond to or learn from this input, and they often feel blindsided when they eventually receive evaluation.”

Falender teaches clinical supervisors to incorporate feedback into each supervision session, ideally linking comments to direct observation of patient sessions. For example, a supervisor could observe that the supervisee changed the subject when a patient became angry. “Then the supervisee can reflect or clarify the reasons for their behavior, and this leads to a collaborative discussion,” she said.

Feedback from afar

Submitting papers to journals is another aspect of psychologists’ work that involves critique, and the protocol for providing feedback can vary widely between editors. Although most researchers agree that rejection is part of the territory, the way editors communicate feedback can significantly influence the experience and possibly the career trajectory of an author.

“It’s painful to have a paper rejected, but it’s even more difficult when the feedback is brief, with words like ‘the paper wasn’t a good fit,’” said Thalia Goldstein, PhD, editor of Psychology of Aesthetics, Creativity, and the Arts. “A more detailed explanation can help authors improve their work or take the paper to another journal.”

Although it takes time to flesh out a critique, Goldstein, an assistant professor of applied developmental psychology at George Mason University, simplifies the process by using a template that starts with an introduction about how the paper was reviewed and the reason for the rejection. The next section includes a more detailed explanation of questions or concerns from reviewers, and she always includes comments about the paper’s strengths. “Every paper has positives and negatives,” she said. “The goal is to help the field of psychology, so I try to give some sense of encouragement.”

Like Goldstein, Robin Codding, PhD, editor of School Psychology , uses a template to guide all of her feedback on journal submissions. In a rejection letter, she often recommends other journals that might be a better match for the paper. “I always recognize the work the authors have done and express my appreciation for their effort,” said Codding, an associate professor in the Department of Applied Psychology at Northeastern University.

Researchers also frequently receive feedback about their work on social media, but etiquette online can be unpredictable, said Goldstein. “I’m active on Twitter, and I enjoy seeing research that would not otherwise cross my desk,” she explained. “But it can be a risky environment to exchange feedback because negative comments can go viral.”

For Van Bavel, this reality overtly contradicts the feedback culture he is trying to encourage in his lab. “It is crucial for scientists to be open to critical feedback, but the social media environment makes this difficult when moral outrage is often encouraged because it generates more attention,” he said.

When he disagrees with research findings posted on social media, Van Bavel is careful to explain why he disagrees and link his opinion to supporting evidence. He also avoids tagging people when he offers criticism to reduce the chances of igniting a negative-feedback firestorm.

“When people feel threatened, they become more closed-minded,” said Van Bavel, who studies social threat and belongingness. “Both in person and online, we should criticize with kindness. Rather than attacking people as individuals, we need to focus on behavior that can be changed.”

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31 Real-Life Constructive Criticism Examples for Students

Teachers strive to give helpful feedback to students on their assignments to guide improvement. Writing quality feedback takes time, and teachers often need more hours to get it right with a busy curriculum to cover. That's why practicing with constructive criticism examples and AI in the Classroom for students can help. Not only does this prepare educators for providing feedback, but it also helps save time when the goal is to enhance student performance. This blog will discuss examples of constructive criticism for students and how they can improve teacher efficiency.

Grading software for teachers like EssayGrader.ai can also help alleviate the pressures of giving feedback and assist educators in their quest to enhance student performance. With this tool, you can automate the standards based grading process to save time while improving the quality of feedback.

What Is Constructive Criticism?

A Teacher Teaching Class - Constructive Criticism Examples for Students

Constructive criticism helps you improve performance, behavior, and ideas. Constructive criticism aims to help you do better, not tear you down. This type of feedback can be both positive and negative. But regardless of the tone, it’s always objective and helps the receiver somehow.

Constructive Intent

Consider the word constructive : its definition serves a useful purpose, tending to build up. So , constructive criticism is a type of feedback we can build upon. It is good advice that helps you to become better and to improve.

Its intent is well-meaning and in your best interest. Of course, what is in your best interest will only sometimes be pleasant. Often, the opposite is true. What is best for us tends to be difficult, even uncomfortable.

How Constructive Criticism Works

Constructive feedback is effective because it positively influences students' actions to improve their work. Quick feedback works within student workflows because students have the information they need in time to prepare for the next assessment. No teacher needs a study to tell them that motivated, positive, and supported students succeed while those who are frustrated, discouraged, or defeated tend to struggle.

That said, there are plenty of studies to reference—this 2007 study review and this 2010 study are good examples—that shows exactly that. How instructors provide feedback to students can significantly impact whether they are positive and motivated or discouraged and frustrated.

Student Ownership

Constructive feedback sets the stage for effective learning by allowing students to take ownership of their growth and progress.

The Difference Between Criticism and Constructive Criticism

General criticism involves assessing a work and identifying its strengths and weaknesses. This can be helpful, but it can also be a bit of a blunt instrument, and it doesn’t always come from a good place. General criticism is often a mask for personal preference.

Subjective Criticism

When critics provide general feedback on writing, they can help writers improve. Often, however, it’s merely a reflection of their own biases. It can be overly subjective, and writers can’t always take it to heart. Other times, general criticism can be so scathing it’s demoralizing.

Consider the following comment from a writing critic: The best thing about this piece is its short. I can’t believe I wasted my time on it. That’s going to hurt anyone’s feelings. The author will unlikely learn anything helpful from this kind of feedback. They’ll probably just want to give up writing altogether.

What is Constructive Criticism?

Constructive criticism is a specific type of feedback with an objective . It aims to help the subject improve their work and does so in a friendly, thoughtful manner. Constructive criticism can also help alleviate the sting of receiving general criticism. That’s because it’s often delivered by someone with a writing background—like a teacher—or an understanding of the craft, a fellow writer. Because of this, the feedback is often more analytical and precise.

For example, “ While your piece contains some interesting ideas, the overall structure is confusing. If you reorganized the paragraphs, and eliminated some of the repetition, I think it would be much clearer. ” This type of feedback is not designed to hurt anyone’s feelings, and it’s much easier to take. There’s a good chance the writer will learn something from it and improve their work in the process.

14 Characteristics of Constructive Feedback

Person Using Laptop - Constructive Criticism Examples for Students

1. Effective Feedback: Descriptive vs. Evaluative

Effective feedback is descriptive rather than evaluative. Describing one’s reactions leaves the individual free to use it or not as they see fit. Avoiding evaluative language reduces the need for the individual to respond defensively.

Feedback can make someone feel good or bad about their performance; the clearer it is, the better.

2. Specific Feedback: The More, the Better!

Effective feedback is specific rather than general. Being told one is dominating will probably not be as helpful as being told that “in the conversation that just took place, you did not appear to be listening to what others were saying, and I felt forced to accept your arguments.”

The next time someone receives feedback like this, they will know how to improve their performance.

3. Targeting Behavior Reduces Personalization

Effective feedback is focused on behavior rather than on the person. We must refer to what a person does rather than what we think or imagine he is. Thus, we might say that a person talked more than anyone else at the meeting rather than to say that he is a loudmouth.

The former allows for the possibility of a personality change. The latter implies a fixed personality trait.

4. Mutual Needs Matter

Effective feedback considers the needs of both the receiver and the giver of feedback. Feedback can be destructive when it serves only our needs and fails to consider the person's needs on the receiving end.

Feedback should be given to help, not to hurt. Too often, we give feedback because it makes us feel better or gives us a psychological advantage.

5. Actionable Feedback Is the Most Useful

Effective feedback is directed toward behavior that the receiver can do something about. Frustration is only increased when a person is reminded of some shortcoming over which he has no control.

6. Solicited Feedback Is More Effective

Effective feedback is solicited rather than imposed. Feedback is most useful when the receiver has formulated the question that those observing can answer.

7. Timing Is Everything

Effective feedback is well‐timed. Generally, feedback is most useful at the earliest opportunity after the given behavior. The reception and use of feedback involve many possible emotional reactions. Excellent input presented at an inappropriate time may do more harm than good.

8. Sharing Information Instead of Giving Advice

Effective feedback involves sharing information rather than giving advice. By sharing information, we leave a person free to decide for himself by his:

When we give advice, we tell them what to do and, to some degree, remove their freedom to decide for themselves.

9. Quality Over Quantity

Effective feedback involves the information the receiver can use rather than the amount we want to give. Overloading a person with feedback reduces the possibility that he may be able to use what he receives effectively.

When we give more than can be used, we often do not satisfy some need of our own rather than helping the other person.

10 Observable Feedback Avoids Assumptions

Compelling feedback concerns what is said and done or how, not why. The “why” takes us from the observable to the inferred and involves assumptions regarding motive or intent. If we are uncertain of motives or purpose, this uncertainty is feedback and should be revealed.

11. Effective Feedback Needs Clear Communication

Effective feedback is checked to ensure clear communication. One way of doing this is to have the receiver try to rephrase the feedback to see if it corresponds to what the sender had in mind. Regardless of the intent, feedback is often threatening and subject to considerable distortion or misinterpretation.

12. Finding Consensus on Feedback

Effective feedback is checked to determine the degree of agreement from others. Is this one person’s impression or an impression shared by others?

13. Attention to Consequences of Feedback

Effective feedback is followed by attention to the consequences of the input. The person giving the feedback can significantly improve by becoming aware of the effects of the input.

14. Building Authentic Relationships

Effective feedback is an essential step toward authenticity. Constructive feedback opens the way to a relationship that is built on:

Genuine concern

9 Tips on How to Give Constructive Criticism

Person Taking Interview - Constructive Criticism Examples for Students

1. Provide Actionable Advice

When providing constructive criticism, it is essential to offer actionable feedback to ensure that the information is valuable and productive. Actionable advice refers to specific suggestions for improvement that the recipient can implement. Instead of merely pointing out what went wrong, actionable advice offers a roadmap for improvement.

This approach fosters a positive environment by emphasizing growth and development rather than criticizing or demoralizing the recipient. To provide actionable advice effectively, it is crucial to follow a few steps:

Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that clearly outline the desired outcome
Offer specific solutions or recommendations based on the observations made.
Ensure that the feedback is delivered in a supportive and constructive manner.

Good feedback example

" The presentation of your project could be improved by adding more visuals to illustrate your points. This will help keep the audience's interest and better emphasize what you are trying to communicate. "

Bad feedback example

" Your presentation needs to be improved. You need to make it more interesting. " This feedback does not help for the recipient to improve his or her work.

2. Focus on the Situation Rather Than the Person

When giving constructive criticism, it is crucial to focus on the situation rather than the person involved. By shifting the attention to the issue, you can create a more positive and productive conversation. Here are some key steps to help you achieve this approach:

Comment On The Issue, Not The Person

When providing feedback, direct your comments toward the specific situation or behavior that needs improvement. Avoiding personal attacks or judgments can help you maintain a respectful and non-confrontational tone.

Use "I" Statements

Using "I" statements helps to personalize your feedback and express how the situation affects you. For example, instead of saying, " You always mess up the reports," you can say, "I find it challenging to understand the information in the reports. "

Detach The Situation From The Person

Make it clear that your feedback focuses on their performance or actions, not their character. This helps to prevent feelings of defensiveness or resentment.

Avoid Personal Attacks

Criticizing someone personally can be hurtful and hinder the effectiveness of your feedback. Instead, keep the conversation focused on the specific behavior or situation that needs improvement.

Good Feedback Example

An excellent example of constructive feedback would be praising an employee for remaining calm and professional when faced with a demanding customer. The feedback should focus on the behavior rather than the person, highlighting positive traits such as patience and problem-solving skills. This will help encourage the individual to continue exhibiting this type of behavior in the future.

Bad Feedback Example

For instance, saying something like "You are so lazy and irresponsible" rather than providing specific examples of how the person could have handled a situation better and offering advice or guidance.

3. Be Specific

When providing constructive criticism, it is essential to be specific to:

Ensure effective communication
Provide clarity to the recipient

Vague comments can leave the recipient unaware of the problem and unable to make the necessary improvements. Imagine a colleague receiving feedback saying, " Your presentation needs work ." They can understand what aspects of their presentation require improvement with specific details or examples. On the other hand, if the feedback included specific information such as, " Your slides lacked visual aids and your delivery seemed rushed, " the recipient would have a clearer understanding of the areas they need to work on.

Being specific in your feedback allows the recipient to pinpoint their strengths and weaknesses accurately. Specific feedback allows for better follow-up and evaluation. When goals and expectations are clearly defined, tracking progress and assessing whether the desired improvements have been made becomes easier.

An excellent example of being specific, explicit, and actionable when giving feedback would be to say " I noticed that you failed to meet the deadline for the project. In order to improve your performance, I suggest you create a schedule outlining each step in the project so that you can track your progress and stay on task. Setting reminders or notifications could help ensure that tasks are completed promptly. "

Saying, " You're not meeting expectations, " does not provide an individual with the necessary information to make changes or improve their performance. Instead, it should be more specific, pointing out areas of improvement and offering actionable recommendations for how to address them.

4. Keep the Conversation Private

One crucial aspect to consider when giving constructive criticism is keeping the conversation private. This confidentiality ensures the recipient's self-esteem is protected and prevents unnecessary embarrassment or demotivation.

Publicly criticizing someone can be highly embarrassing for the person receiving the feedback. It can make them feel exposed, vulnerable, and even humiliated in front of their colleagues. This can damage their confidence and self-esteem and negatively impact the team's morale. Keeping the conversation private provides a safe space for open and honest communication, encouraging the recipient to be more receptive to the feedback and more likely to take it to heart.

Private Feedback

Privacy prevents demotivation. Giving feedback publicly can create a sense of shame or doubt in the recipient's abilities. This can decrease motivation and productivity, as they may question their skills and worth. By providing criticism in private, you allow the individual to process and internalize the feedback without the added pressure of judgment from others.

To ensure private conversations for constructive criticism, you should schedule dedicated time for feedback discussions. Holding one-on-one meetings can create a safe and confidential space for open communication, enabling a more effective exchange of ideas and opinions, ultimately leading to better results.

An excellent example of keeping a conversation private when delivering constructive feedback would be to choose a secluded, private space, such as an office or conference room, away from other people or interruptions.

It is essential to ensure that you do not share the content of the conversation with anyone else and respect the recipient's confidentiality.

One example of bad behavior regarding keeping conversations private is gossiping. Gossiping involves sharing information intended to remain private with others and is an act of betrayal that can damage relationships and trust within a team.

In order to maintain a respectful workplace environment, it is important to keep conversations confidential and not share unnecessary information with others.

5. Consider the Timing

Timing plays a crucial role when it comes to delivering constructive criticism effectively. Picking the right moment ensures that the recipient is open and receptive to receiving feedback, allowing for:

A more productive
Meaningful conversation

Timing is crucial because it can significantly impact the recipient's emotional state and mindset. For example, there may be better times than delivering criticism immediately after a big presentation, as the person may still be processing their performance and feeling vulnerable. In this situation, it is advisable to give them time to decompress and gather their thoughts before addressing any areas for improvement.

Timing Matters

It is essential to consider the recipient's current workload and stress levels. Approaching them with criticism when overwhelmed or under pressure may only add to their stress and result in a defensive or closed-off response. Instead, wait for a moment when they are more relaxed and receptive to constructive conversation.

By considering the timing, you create an environment where the recipient feels respected and valued. Waiting for the right moment shows that you are mindful of their emotional state and are genuinely interested in their growth and professional development. This increases their willingness to listen, understand, and apply the feedback provided.

Providing immediate feedback after completing a task or project can be more effective than waiting until later. This helps to ensure that the recipient is in the right frame of mind and more likely to take the criticism on board. It minimizes any potential disruption to workflow and any confusion over expectations or instructions.

An example of bad behavior when considering the timing of constructive feedback is providing feedback too late. If a person consistently makes mistakes or performs poorly, but their supervisor only provides them with feedback after an extended period, it will likely be easier for them to make improvements and for the organization to benefit from better performance.

In this case, the supervisor should have provided timely and specific feedback to help guide the individual's improvement.

6. Use "I" Statements

When giving constructive criticism , using "I" statements can be a powerful tool to express your opinion without triggering defensiveness in the recipient. By framing your critique with "I" statements, you focus on the situation rather than attacking the individual, creating an environment that promotes discussion and growth rather than conflict.

Instead of saying, " You always make mistakes in your reports," you can rephrase it as, "I noticed some errors in the recent report. " Using "I" statements, you emphasize your observation and personal perspective rather than making it sound like a personal attack. This approach encourages the recipient to listen and reflect on the feedback without feeling personally attacked or defensive.

An excellent example of using I statements when providing constructive feedback could be, "I noticed that you did not meet the deadline for this project. In the future, I suggest setting a more realistic timeline to ensure successful completion."

A bad example of constructive feedback using "I" statements would be: " I think you're not doing a good job and I don't think you'll ever improve. " This statement is overly critical and lacks any actionable advice or suggestions for improvement.

Not only does it lack specificity, but it also fails to mention any of the recipient's strengths. It may leave the individual feeling demotivated and discouraged rather than:

7. Balance Positive and Negative

When giving constructive criticism, balancing both positive and negative feedback is essential. This approach helps to maintain a supportive environment and boosts the recipient's motivation for improvement. Highlighting the positive aspects before addressing areas for growth sends a message that the individual's efforts are:

Recognized
Appreciated

Balanced Approach

This acknowledgment provides a sense of validation and helps to build trust. By starting with positive feedback, the recipient feels more open to receiving constructive criticism and is more likely to be receptive to suggestions for improvement. It is equally important not to shy away from addressing areas for growth.

Providing feedback solely on positive aspects may give the impression that there is no need for improvement, which can hinder professional growth. Constructive criticism, when delivered in a balanced manner, allows individuals to identify their strengths and weaknesses and provides valuable insights on enhancing their:

Performance

A good example of balancing positive and negative feedback is to start the conversation with a compliment or praise for something the recipient did well. This helps create an open and supportive environment, making the recipient more receptive to constructive criticism.

Then, provide specific examples of areas where improvement can be made while focusing on actionable steps they can take to make those improvements. Finish the conversation with another positive comment or suggestion on how they can continue to strengthen their performance in the future.

If a manager only points out areas in which their employee needs to improve without suggesting ways they can do so, it will not be helpful. Instead, the manager should provide clear and actionable suggestions on how the employee can work towards improvements while also recognizing their strengths.

8. Limit the Scope

When providing constructive criticism, it is vital to limit the scope by focusing on specific aspects rather than criticizing the person. By targeting behaviors or actions that need improvement instead of making sweeping generalizations, you create a:

More productive
Growth-oriented conversation

Specific Focus

Specific feedback allows the recipient to understand what needs to be addressed clearly and provides them with actionable steps for improvement. It avoids ambiguity and helps both parties remain focused on the task.

Rather than making broad statements, such as "You're not a team player," it is more effective to address specific behaviors, such as "During team meetings, try to actively contribute ideas and listen to others' perspectives."

You have an excellent idea for this article, and you've done an excellent job exploring constructivism and religion. It may be helpful to limit the scope of the article by focusing on one particular aspect instead of covering too much ground. This will help make your argument:

More concise

" Your article needs to be more concise and focused. Cut out any extraneous information or arguments that don't directly support or enhance your main point."

This type of feedback does not provide any actionable advice on improvements and needs to be more specific, which could lead to confusion. It needs to recognize any strengths that may already exist in the article.

9. Follow Up

After providing feedback, following up by acknowledging and praising the recipient for their improvements is essential. This positive reinforcement boosts their morale and encourages them to continue working on further enhancements.

The recipient feels valued and motivated to strive for continuous growth by highlighting the progress made. Follow-up allows for the opportunity to address any lingering concerns or challenges that may have arisen after the initial feedback.

It provides the chance to give more guidance, clarification, or support in areas where the recipient may still struggle. Regularly checking in and discussing progress helps to keep the recipient accountable and focused on their path of improvement.

An excellent example of behavior regarding follow-up meetings after receiving constructive criticism is scheduling a dedicated session to review progress and discuss any additional areas for improvement.

During the meeting, it is essential to focus on finding solutions and providing ongoing support. This will help ensure that the recipient feels valued and supported in their journey of:

Professional growth

An example of bad behavior regarding follow-up sessions is when an individual fails to attend scheduled follow-up sessions without providing any notice or explanation. This shows a lack of respect for the other person's time and can damage the relationship.

18 Constructive Criticism Examples For Students

Students Discussing - Constructive Criticism Examples for Students

1. Be Specific in Your Feedback

To ensure constructive feedback, focus on specific actions or behaviors that could be improved. If you fall into the trap of making generalized statements or personal attacks, the criticism stops being constructive because there’s no clear path for improvement.

Examples could be:

“At the five-minute mark of your presentation, you stopped making eye contact with the audience.”
“The problem with your golf swing is your hip placement. If you square my hips, I may find more success.”
“The third paragraph of the essay is where it goes off track. I recommend re-writing that paragraph to ensure it links to the previous paragraph.”

2. Using “I” Statements

Using “I” statements tends to help frame critique more gently. “You” statements, on the other hand, tend to come across as aggressive and accusatory. Expressing your feelings and observations allows room for discussion rather than conflict.

Examples could be:

“I feel like you interrupted me during my presentation and it led to a less productive meeting. Can we implement a strategy for minimizing interruptions in the next meeting?”
“I liked what you said, but I wonder if you’d consider making a quick change to improve your output. Would you like to discuss it?”

3. Offering Suggestions for Improvement

If you simply criticize, you’re not being constructive. Instead, you’re being destructive. To be constructive, you need to think up ways to build the person up. After all, constructive comes from the concept of “to build.”

“Great job at the beginning, but in the middle of your presentation your voice started getting soft. Can I suggest you focus on maintaining voice projection throughout the presentation next time?”
“I have written down three ideas for improvement of your essay. First, make sure you provide references to academic sources in each paragraph. Second, I’d suggest you write a conclusion that sums up your arguments. Third, make sure you edit your work before submitting to remove spelling errors.”

4. Encouraging Open Communication during Criticism

People who offer constructive criticism aren’t there just to criticize and then walk away. They want to help the person improve. So, you need to let the person ask questions or give responses so you can engage in communication.

Examples could be:

“Okay, I will tell you what it looked like you did from my perspective and then can you tell me if you agree?”
“I’m going to make a few suggestions then after that can you let me know how you feel about implementing the changes I suggest?”

5. Offering Opportunities for Growth

You might be noticing a theme: constructive criticism is always about helping someone get better. It’s not about cutting them down or making you feel good about being better than someone else. So, reflect on your criticism and consider whether it’s provided the person with opportunities to grow.

“I think there’s potential for improvement here. Let’s talk about some steps you can take so you do better next time.”
“This wasn’t your best work, so let’s go back to basics and talk about getting those fundamentals right again.”

6. Providing Praise along with Criticism

If all you do is give negative feedback, the person I’m giving the input to will feel deflated. So, good constructive criticism looks at the positives and areas for improvement so the person feels you’re not there to bring them down but there to help.

“I found 2 things I felt you did really well and 2 that you could improve on. Let’s start with the strengths.”
“You did a great job with your tone of voice in the presentation, but the subject matter needs a bit of work. If you can improve on the subject matter, your presentation could end up really strong.”
“I really appreciate that you had the courage to give this a go. I have some feedback for you that will make next time you try even better.”

7. Choosing an Appropriate Time and Place

Ensure your feedback is given in a context that won’t embarrass the person or make them feel confronted. For example, you could try to provide constructive criticism in private. Or, you might want to take a break between the task and the feedback to ensure the person is relaxed and has some objective space.

“A professor asks a student to stay back after class to give the constructive criticism rather than doing it in front of the rest of the class.”
“A wife is frustrated at her husband, but doesn’t express it in front of the kids. Instead, she waits until they’re in bed that night and having a debrief to discuss the issue gently.”

8. Maintaining a Positive and Supportive Tone

Anger, sarcasm, or condescension have no place in constructive criticism. Aggressive tones and postures are not constructive; rather, they will lead to conflict.

“Harry is really angry that John said something offensive. But instead of yelling or retaliating in anger, he stops, takes a breathe, and uses an “I” statement to express his feelings.”
A teacher is frustrated at a misbehaving student, but she puts on a big smile and says, “ Sam, I know you’re better than that! Remember last week when you sat politely through the class presentations? I know you can do that again this week. ”

9. Focusing on the Behavior Rather Than a Person’s Character

Personal attacks or criticisms of a person’s core character are not conducive to positive feedback. Constructive criticism focuses on the task or behavior that needs to be improved, not on the person themselves. This is fundamental to the concept of unconditional positive regard.

Examples could be:

“Okay, let’s talk about the task at hand and push other things out of the conversation for now. I believe you can improve on the task with a few simple steps.”
“This assessment task wasn’t done to the best of your ability. I know you have the right growth mindset to see some improvements, so let’s talk about some ways to improve your work.”

10. Following Up on Your Feedback

Constructive criticism is supportive. One of the best ways to be supportive is to let the person receiving the feedback know I’m there to help them through the process of improving. To do this, tell them I’ll follow up, then actually do it.

“Now that we’ve talked about three ways to improve let’s put in place a timeline. Could you suggest one thing you could do this week before our meeting again next Monday?”
“Hey Tracy, I’m following up on the feedback I gave the other day. Did you have any more thoughts about those weaknesses we discussed?”
“Okay, let’s focus on the first step for improvement and push the other two aside for now. Could you drop me an email once you’ve fixed the first issue we discussed so I can give you some feedback on the improvements?”

11. Murder Your Darlings

Murder your darlings is a funny kind of phrase. It gets to the heart of constructive criticism and the need to step back from your ego. “Darlings,” here, means pretty phrases. They’re “darling” because they’re precious – to the writer, not the reader.

The reader doesn’t care how clever your turn of phrase is if the content is off-target. With academic writing, the reader wants information, not entertainment. This is why the “darlings” have to go. Dead weight is dead weight, even if it sparkles. It will sting to excise cherished flourishes, but you must be ruthless.

12. This Work is Too Descriptive; It Should Be More Critical

First years hear this a lot. This is because they haven’t yet mastered academic writing, which contains:

Peculiar words
Conventions

These can seem odd at first. Descriptive writing, on the other hand, comes more naturally. It looks more normal. As a result, students have to learn to be less regular in their scholarly composition. Descriptive and analytical writing are different species but share much in common.

Analysis requires some description, usually to frame the critical content (which should make up the bulk of the work). “Too descriptive” consequently suggests an imbalance. The text is spending too much time describing what or how something is. More time is needed to understand why it is that way. This means adjusting your approach to the topic.

13. Use More Scholarly Sources

When tutors advise more scholarly sources, they say your argument lacks supporting evidence. Meaning it needs to be more persuasive.

Citation is required.
Existing qualitative and quantitative data need to be brought to bear.
Academia is based on an evidential system.
Your subjective opinion holds little currency in such a system.
Any time your writing makes an assertion, it must be backed up.

14. Over-reliance on Scholarly Sources

This is the flip side of the above. Stringing citations together is not the point of academic writing. The reader wants to know your thoughts and see if you can use scholarly sources to support your claims. You need to put more of yourself into the work.

The constructive solution here is to cull non-essential sources. What can be cut without doing real damage to your argument? As a guide, your essay should be around three-quarters of your own words and one-quarter citation.

15. Your Work Lacks Focus

Academic topics can be overwhelming. With so much scholarly research available, knowing what to hone in on is challenging. A lack of focus is a need for honing. Constructive criticism is asking you to be more precise. Maybe you’ve tried to discuss too much; your work is broader than deep.

Perhaps you’ve not found a specific angle in the argument. You must rework your route through the subject matter at all events. Make sure each point relates to the thesis statement established in the introduction.

16. The Work Doesn’t Answer the Question

Before pen meets paper, read the question, re-read it, and then reread it again. Students regularly fail to answer the questions given. At least sometimes, this is because they misread or misunderstand what is being asked.

So, this criticism urges you to pay more attention to the rubric. What is the question asking you? Figure this out, then answer it throughout your entire body of writing.

17. You Need to Proofread

You do need to proofread. Everyone does, but some more so than others. If a tutor counsels proofreading, they tell you to be more careful with your work. Typos, errors, and awkward phraseology will lose you easy marks.

Read your work thoroughly, then put it down for a few days if time allows.
Pick it up and reread it with fresh eyes.
Get a friend to read it.
Have it examined by a professional with many years of experience proofreading academic work.

18. Team Member Constantly Misses Deadlines

For example: “ Every time I ask for a project update from you, you don’t get back to me until two days after our deadline has passed which means we miss out on potential clients because we didn’t deliver on time. ”

Avoid judgmental language. For example: “You never meet your deadlines! You’re terrible at this job!”

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Use Rubrics to Give Better Feedback

Notes - Constructive Criticism Examples for Students

Rubrics are scoring tools used to evaluate student work against specific criteria. Most rubrics are organized in a table with rows and columns. Rows list the assessment's components or categories. Columns outline performance levels, often from unsatisfactory to exemplary. Rubrics help assess student work objectively and communicate expectations for an assignment to teachers and students.

How Do Rubrics Help Improve Feedback?

Using rubrics to guide feedback helps teachers remain objective. When evaluating student work, it can be easy to let personal bias creep in and influence scores and comments. For example, if a student is known to be struggling in class or dealing with personal issues, a teacher might be inclined to give them credit for certain aspects of their work that don’t meet expectations.

The Impact of Vague Feedback on Students

This is an understandable reaction; however, it can send mixed signals to students and lower academic standards. Feedback like this may have the opposite effect of what the teacher intends. Instead of helping the student improve their performance on subsequent assignments, it may create further confusion.

Using Rubrics for Feedback

Using a rubric to evaluate the student’s work first and provide precise, objective feedback on areas of improvement will help the student understand what they need to do next to improve their performance for their own sake and to meet academic standards.

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7 Tips on Taking Constructive Criticism

Classroom - Constructive Criticism Examples for Students

1. Be a Good Listener

The first rule of listening is to be quiet. When someone gives you constructive feedback, bite your tongue. Wait for that initial swell of emotion to subside. Then, reflect on what has been said.

Be analytical
Appraise the feedback

Consider how it translates to practical steps you can follow. Follow them.

2. Be Strategic

Following good advice is always strategically wise. Especially when this advice comes from a tutor, this person will either mark your work or think a lot like the person who will. They know what they’re talking about. So do the logical thing and heed their counsel. After all, they are telling you exactly what they want.

3. Take off the Bubble Wrap

Don’t waste time indulging in hurt feelings. This will only create an emotional roadblock to personal and academic development. University isn’t supposed to baby you. When someone gives you constructive feedback, the point is to deal with it.

Use it to your advantage to improve. If you ignore this purpose and focus only on how it makes you feel, you will waste a valuable opportunity to improve.

4. Remember: It’s Not Personal

It’s not. Criticism is focused on the work and not the person. Your tutor does not have a vendetta against you; they want to help you. One of the most significant barriers to development is ego. The ego gets in the way. Focus on being the best you can be, even if that means not constantly feeling good.

5. Ask Follow-Up Questions

It makes sense to get as much information as you can. Discussing with the person who gave the feedback will likely be helpful. Let them help you understand their point of view. Share your perspective.

This is an opportunity for a constructive conversation that should leave you better informed and with a clear sense of direction. Constructive criticism should be pointing you in a particular direction. Find it.

6. Follow Through

Now that you’ve come this far, it would be foolish not to follow through. Don’t just smile and nod and then do nothing. Constructive feedback should lead to action.

Be practical
Make a plan
Write down a list of objectives and ways to achieve them. Tick these off as you go.
Hold yourself accountable. Accountability is a crucial ingredient to success.

7. Follow Up

If everything has gone to plan, you’ve calmly received and considered your constructive criticism.

You processed and discussed it.
You’ve decided on a plan of action.
You’ve executed your plan.

Now you need to see if it’s worked.

Follow up.
Go and see the person who gave the feedback.
Show them the new draft.
Get a reappraisal.

This is an excellent measure of your success in implementing the suggested adjustments.

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Constructive criticism examples for students: how to give better feedback

Educators can harness the power of effective feedback to improve students’ learning outcomes . And constructive criticism is one approach that can help educators ensure their feedback hits the mark!

So, let’s explore examples of constructive criticism that are ideal for use with students and examine how this method can elevate classroom feedback.

What is constructive criticism?

Constructive criticism is a feedback method where educators target areas for improvement in students’ work, learning, or behavior. For constructive criticism to be considered helpful to students, it needs to embody these three main characteristics:

1. Constructive criticism is specific

Educators identify precise points for students to improve on.

2. Constructive criticism is actionable

Educators give students practical ways to address their points for improvement.

3. Constructive criticism is beneficial to students

Students understand exactly what to improve and the steps they need to take to achieve this, enabling them to progress.

Is constructive criticism considered positive or negative?

Originally, the word “criticism” had a neutral meaning — it simply described the process of making a judgment. However, the word has evolved to sometimes have negative connotations, such as when students criticize the amount of homework they receive.

Thus, if students perceive educator feedback as criticism, they may disengage from the feedback process and miss an opportunity for improvement.

To improve students’ perception of feedback, educators can reframe their advice using the constructive criticism examples featured below. These strategies facilitate educators in giving supportive, meaningful feedback that guides students toward achieving learning goals and outcomes.

Constructive criticism examples: ways to give better feedback to students

Here are some examples of ways you can give constructive criticism to students to help them reach their learning goals.

Use constructive criticism to identify students’ specific points for improvement

Educators can use constructive criticism to pinpoint specific areas for students to target and guide them on how to improve. This is more helpful than vague praise, such as “Well done!” or general comments such as “Improve this section.”

Vague praise could leave students unaware of what exactly they have done correctly or the specific areas they need to improve, resulting in missed learning opportunities.

How to implement this: Use the START (Situation, Task, Action, Result, and Transform) framework

The START framework helps educators structure constructive criticism to give students a clear understanding of their next steps in learning — and how to tackle them.
The educator reminds the student of the situation and/or task , identifies the student’s specific action within it, and describes the resulting outcome. This helps pinpoint the student’s exact area for development.
Then, the educator explains strategies that will enable the student to transform the outcome, making the process constructive.

On Kialo Edu, you can give targeted feedback on every claim that students create, so students understand exactly what they need to improve.

Use constructive criticism to depersonalize feedback to students

Educators can use constructive criticism to emphasize feedback that targets specific work, learning, or behavior, rather than the student personally. This can promote positive and respectful feedback conversations with students, particularly those who sometimes perceive educator feedback as devastating personal criticism.

How to implement this: Use the Third Point method

In the Third Point method, two people in the feedback conversation, in this case the educator and student, physically focus their attention on the third point. This should be a tangible item like the student’s work, an assessment rubric, or a behavior report.
Focusing on the third point limits eye contact between the educator and student, which reduces their emotional involvement in the feedback process.
The student is thus less likely to take the feedback personally and will be more receptive to acting on the educator’s advice.

If you’ve used a Kialo discussion as an activity with your students, consider using its argument map as a tangible third point to focus on when depersonalizing constructive criticism conversations with students.

Use constructive criticism as part of reflective dialogue with students

Educators can use reflective dialogue to encourage students to positively engage with constructive criticism. In these reflective dialogues, students have a space to share their perspectives on learning, with educators adjusting feedback based on the students’ viewpoints. This combats the negativity that students sometimes feel when they view feedback as an imposition that doesn’t consider their opinion.

How to implement this: Use the GROW (Goals, Reality, Options, and Will) framework

Educators can use The GROW framework to structure constructive criticism during reflective dialogues.
The educator and student begin by reviewing the learning goal and exploring the student’s current reality . Here, the student shares their perspective.
The process becomes constructive as the educator and student generate options to help the student achieve the goal.
They use these options to finalize the student’s next steps and agree on the support the educator will provide.

Use constructive criticism to immediately address students’ misconceptions

Educators can use constructive criticism when teaching content to promptly address students’ learning misconceptions. Students can then take immediate action to improve their learning. This can prevent students from repeating mistakes and embedding misconceptions throughout their work.

How to implement this: Use the Feedforward method

With the Feedforward method, the educator plays a dynamic role, offering on-the-spot constructive criticism to students during lessons.
The educator circulates among the class or target group, identifying points for students to address, providing them with constructive support, and monitoring their improvements.
By the end of the session, students have made progress — and teachers have a bank of evidence ideal for formative assessment.

During a Kialo discussion, you can set feedback for students to appear in real-time for students to consider and implement as they work through their claims.

Train students to use constructive criticism for peer feedback

Training students to give constructive criticism develops their understanding of the feedback process to help each other progress. Moreover, it allows students a perspective into the educator feedback process, which may improve students’ outlook on engaging with the feedback they receive.

How do to implement this: Regularly use peer-to-peer feedback for assignments

Educators can focus students’ feedback to each other by providing a clear list of success criteria for all tasks.
You can also give students sentence starters (“Have you considered…?” or “One way you could improve this is…”) to help frame their constructive criticism.
Following these preparations, students then work in pairs to provide reciprocal constructive criticism and address issues collaboratively.
During peer conversations, educators monitor and offer support to develop students’ insight into the educator feedback process.

On Kialo Edu, students can give constructive criticism to their peers by leaving comments on claims. Teachers can also add their own comments to support this process, modeling how to leave appropriate constructive criticism.

We hope that our constructive criticism examples for students — and the time-saving tools in Kialo discussions — help you to maximize the benefits of supportive, meaningful feedback in your classroom.

And we practice what we preach here at Kialo Edu, so we’d love to hear your feedback! Head to our Topic Library to start a discussion with your students, and test out our time-saving teacher tools. Send your thoughts to [email protected] , or post them on any of our social media channels.

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Sign up for free and use Kialo Edu to have thoughtful classroom discussions and train students’ argumentation and critical thinking skills.

Home — Essay Samples — Literature — Literary Criticism — Criticism: Navigating the Art of Constructive Feedback

Criticism: Navigating The Art of Constructive Feedback

Categories: Literary Criticism

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Published: Sep 7, 2023

Words: 621 | Page: 1 | 4 min read

The purpose of criticism, opportunities for self-expression and identity formation, the art of constructive feedback.

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Employee Feedback , Performance Management

7 Real-Life Examples of Constructive Criticism

May 18, 2020

T he COVID-19 crisis has us all struggling to find a proper work-life balance as we work remotely (some of us for the first time) for an indefinite period.

As managers, the morale of your remote workforce takes priority in the current climate of stress and uncertainty.

When people who have so far been accustomed to face-to-face interactions are expected to communicate solely over voice and audio calls, unresolved issues can quickly escalate.

You can minimize negative feelings and confusion by incorporating a regular exchange of feedback into your one on one meetings and conversations.

Read on to find some real-life examples of constructive criticism to help you initiate what is bound to be an uncomfortable conversation with your direct report.

What is constructive criticism?

Constructive criticism is distinct from negative criticism.

It is feedback offered with the intention of improvement, thus including specific suggestions for positive change.

Why is constructive criticism necessary?

Constructive criticism is necessary to manage workflow and ensure employee growth and satisfaction.

But, your direct report may feel personally attacked if you frame and deliver your feedback incorrectly.

That’s not what you want!

When feedback is delivered with empathy and patience, your direct reports will respond positively.

In fact, research shows that employees do understand the importance of constructive criticism–and even prefer it to praise and congratulatory comments .

Constructive criticism vs. Destructive criticism

Constructive criticism and Destructive criticism differ in their intentions, delivery, and outcomes. While both types of criticism may highlight an issue or a problem, the approaches taken and the end goals are vastly different.

Constructive criticism aims to promote growth and development. It is delivered with care and respect, focusing on specific behaviors or actions that need improvement. The primary goal of constructive criticism is to help individuals realize their potential, empowering them to make the necessary changes for better performance and personal growth.

Destructive criticism, on the other hand, is intended to belittle, demoralize, or undermine an individual. It often lacks specificity and focuses on the person rather than their behavior. Destructive criticism is frequently vague, poorly timed, and accompanied by negative emotions. It can lead to feelings of inadequacy, decreased motivation, and even resentment in the recipient.

Obnoxious Aggression vs. Ruinous Empathy

Kim Scott, author of Radical Candor, said something similar:

Employees prefer obnoxious aggression to ruinous empathy.

Caring personally
Challenging directly

She developed the following quadrant based on her experiences at the workplace:

Radical candor in constructive criticism

Obnoxious aggression and ruinous empathy are both unhelpful for your direct reports.

When you criticize somebody with little or no indication that you care, you’re being obnoxiously aggressive .
Ruinous empathy is the opposite–you care for the person, but you’re scared to provide direct criticism.

If you continue to speak and behave as if nothing is wrong just because you want to spare your direct report’s feelings, nothing is going to change.

In short, it’s not about what we’re saying, it’s about how we’re saying it.

Are you following F.A.S.T?

You can deliver constructive criticism in a variety of ways, each suitable for a given situation or direct report, but all these methods should follow the principle of F.A.S.T.

F = Frequency

A = Accuracy

S = Specificity

T = Timeliness

Following FAST for constructive criticism

Not all your direct reports will be alike, so you cannot apply the same management style to everyone. Find out how often each person needs feedback and connect individually as required.

Trust is the glue that holds teams together, especially those working remotely. Before you offer constructive criticism, take care to ensure that your facts are correct.

Specificity:

You’ll want your advice to be taken seriously and have an impact. Skip the generalizations and quote specific examples.

Follow up with an offer of support to show that you’re invested in the progress of your direct report.

Timeliness:

Perhaps the most important factor of all, sharing constructive criticism as promptly as possible will help you minimize friction and negative feelings.

You don’t want to delay feedback, however harsh, because your direct report will continue with the undesirable behavior and you’ll be frustrated with his poor outcomes.

Guide to Giving Constructive Feedback

Master the Art of Giving Constructive Feedback to your Remote Teams.

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7 tried-and-tested Methods and Examples of Constructive Criticism

We have explored some of the most popular methods managers use, along with examples of constructive criticism .

Not all of these can be used regularly, and some are more effective than others in certain situations.

1 The 3×3 Method

(proposed by bert decker in his book ‘you’ve got to be believed to be heard.’).

When to use:

When you need a method to offer (and solicit) continuous feedback from your direct reports, the 3×3 method is most effective.

According to Decker,

Receiving three bits of feedback at a time allows people to make course corrections, like a guided missile, as they keep moving onward and upward.

It involves sharing three strengths and three areas of potential development. Remember, authenticity is key.

You’ll want to keep the feedback succinct and limit the number of items you talk about during one meeting to avoid overwhelming your direct report.

By offering constructive criticism in this way, employees view the feedback as a challenge to improve instead of a strategy to quash their ego.

Real-life example:

Suppose you’re a manager and your direct report has just concluded giving a presentation. You need to help her work on her weaknesses while ensuring she doesn’t think she’s a failure.

You won’t be helping her by saying this:

“The content was fine but you need to put more emotion into your speech. Didn’t you see the audience was getting bored?

And why did you generalize so much in your responses during the Q&A session? It didn’t help your listeners at all.”

Instead, you could use the 3X3 method and talk to her like this:

“The presentation was very well put together. However, it could have been more impactful with a more emotional delivery.

The introduction and closing were especially strong, but a conversational tone would have engaged the audience better.

It was interesting to see how you quoted from a wide variety of sources, but more specific examples in the Q&A session would have been good.”

2 The 5 Word Review Method

(created by paul english, ceo of kayak.com).

5-word review for constructive criticism

When to use:

When you want to offer high-level feedback to your direct reports as you observe trends in their performance and behavior, the 5 Word Review method can get your message across in a non-threatening, relaxed, and friendly manner.

It is a great way to build and strengthen your working relationship with your direct report.

Here’s how it works:

1 Note down 5 words to describe your direct report. (2-3 positive, 2-3 negative)

2 Meet in an informal setting, such as a cafe or over lunch (a one on one meeting would be great!) and look over these words with your direct report. (~1 hour)

3 Discuss each word in detail to understand it fully and generate several perspectives.

Remember not to rush through the positive words to focus on the negative ones.

The positive words should describe what you like about your direct report and what they should continue doing.

Give yourself an hour to discuss the meaning behind each word and ensure that your direct report understands them fully.

The simplicity of the method makes it useful to give feedback at any time in the year. It highlights overarching trends like what your direct report consistently does right or wrong.

Let’s say one of your direct reports works well as an individual contributor, but less so as a team player. However, the project he is involved in requires him to collaborate with others.

You could give him the following words:

Controlling
Conservative

During the discussion, you can praise his timeliness and his ability to grasp the nuances of a project quickly.

You can appreciate the strength of his technical knowledge.

Next, you can discuss how he’s possessive of his work and unwilling to take risks or think out of the box–which is harming the outcomes of the project he’s working on. Talk about how he can try to be more trusting of his teammates and rely on them to contribute useful ideas.

Lastly, you can say that his organizational skills are helping his team members work smoothly on the project.

3 The Situation, Behavior, Impact (SBI) Method

(developed by the center for creative leadership).

This method of giving constructive criticism is most useful when a situation has come up suddenly and you’re required to offer feedback immediately.

It helps you manage difficult, unexpected situations, and communicate negative messages in a delicate manner.

The steps are:

1 Explain the situation.

2 Highlight the specific behavior you’re addressing.

3 Describe how this behavior affects you, the team, or the business.

Remember to use “I” statements and keep judgments out of your feedback to prevent undermining your message.

The SBI model helps direct reports understand the impact of their behavior on other people. It gives them a chance to understand your concerns without feeling like a chastised child.

1 BEEF (Behavior, Example, Effect, Future)

2 AID (Action, Impact, Development, Desired Behavior)

3 BIFF (Behavior, Impact, Future, Feelings) — adds an additional step at the end to gauge how the individual feels after receiving the feedback

Imagine you have a direct report, Susan, who is consistently coming late to work.

You don’t want to attack her like this:

“Susan, you’re coming in late every day. If this continues, we’ll have to dock your pay.”

Instead, use the SBI model to say something like this:

“Susan, I want to talk to you about logging in late every day.

When you’re late for your shift, we have to hold someone over from the previous shift.

This requires us to pay that person over time, it causes your co-worker inconvenience, and it may also affect the quality of work if she doesn’t fully understand your job. Do you understand?”

4 Pendleton’s Feedback Model

(developed by pendleton in 1984).

Constructive criticism using Pendleton's rules

This method of giving constructive criticism has most often been used in the medical industry.

Some tech companies like Lucidchart, a web-based proprietary platform that allows users to collaborate on drawing, revising, and sharing charts and diagrams, have successfully employed it as well.

When you’re looking to involve your direct report in the feedback and give him a chance at self-reflection, Pendleton’s feedback model is the best.

This method helps you set a positive tone for the feedback session right from the start. The guided self-reflection helps your direct report meet his professional goals successfully.

1 Encourage your direct report to describe what he thinks is going well.

2 Talk about positive interactions and discuss the factors that lead to good results.

3 Describe the areas of improvement and explain what your direct report could have done differently.

An example of constructive criticism using Pendleton’s feedback model is:

Manager: So David, how do you think things are shaping up with your current project?

Direct report: It has been good so far; just that initially the guidelines were not clear so there was a bit of confusion about which approach we should take.

Manager: Right, now that that has been taken care of, I can see things are going really well. Our client was really happy with the quality of our first submission.

Direct report: I’m glad, and I hope to continue delivering satisfactory quality. My editor has been super helpful with suggesting ways I can make my document better.

Manager: That brings me to a topic I wanted to discuss. Perhaps it would be good if you could block off some time on both your calendars to discuss changes to your document instead of dropping in by her desk every half an hour with queries. Not everybody likes to be interrupted frequently because it prevents them from concentrating on their work.

Direct report: I didn’t realize that. I’ll do so going forward.

5 The Stop, Start, Continue Method

(developed by phil daniels).

Stop-Start-Continue method of constructive criticism

When you need to coach new team members and familiarize them with the organizational culture, the Stop, Start, Continue method is quite helpful.

This is how you can go about it:

1 Discuss things that do not work and the direct report should STOP doing

2 Shift focus to new things the DR should try out instead, stating what she should START doing

3 End the session by pointing out things the DR is doing right and should CONTINUE doing

The stop, start, continue method is a neat and organized approach to offering constructive criticism.

Let’s say you have a new direct report who is great at his work but tends to get angry and confrontational during discussions.

You could say something like this:

“When you raise your voice during our meetings whenever somebody contradicts you, you make your team members uncomfortable. This is something you need to be aware of and not do in the future.

What you could do instead is practice flexibility with your ideas. You could discover new approaches by listening to the opinions of others.

In fact, you excel at creating eye-catching presentations with innovative ideas, and I would love to continue seeing that from you.”

6 The STAR – Situation, Task, Action, Result – Method

(developed by development dimensions international inc.).

STAR feedback model for constructive criticism

When you want to give feedback on certain specific actions of your direct report, the STAR feedback model is effective.

This model breaks feedback into 4 categories:

1 Situation/Task: You explain the specific situation or task your direct report was involved in.

2 Action: You describe the action taken by the direct report, including details of what was said and done. The action can be negative or positive.

3 Result: You outline the result of the action taken so that your direct report understands what he did right or wrong.

If your direct report took a negative action, you should talk about an alternative action and its consequences to show what could have been done and how it would have been more effective.

Let’s say Sarah, one of your direct reports, has a habit of procrastinating and tends to complete her work too close to the deadline. You want to talk about time management with her.

You could go about it like this:

“Sarah, we almost missed our project submission deadline.

I saw you coming in early and staying back late to finish the work just before the end date.

While it’s good that you’re dedicated enough to ensure that you don’t miss the deadline, your delay caused your team members to work overtime, too.

This causes them a lot of inconveniences. Do you understand?”

7 The DESC – Describe, Express, Specify, Consequences – Model

(developed by sharon and gordon bower, authors of asserting yourself).

Use the DESC feedback model when you’re stressed about giving constructive criticism to your direct report and you need a structured method to make your method clear.

The steps involved are:

1 Describe: your direct report’s behavior clearly using “I” statements.

2 Express: the impact the behavior had on you, the team, or the company.

3 Specify: what you’d like your direct report to do the next time around.

You can use a directive tone (Next time, when something like this happens, I would like to see….) or a participative tone (How do you think we can avoid something like this in the future?)

Ask your direct report if he agrees to what you’ve said.

4 Consequences: You can make the consequences of the desired behavioral change clear.

Of course, it helps to prepare what you’re going to say beforehand so that no important details are missed.

Let’s take the example again of a direct report turning up late consistently. A good way to discuss the issue would be:

“Terence, I want to talk to you about your late coming, especially the fact that you have come an hour late three times this week.

When you regularly come in late, it makes the whole team look unprofessional. Also, it sets a bad example for our new team members.

I’d like to see you make an effort to come into work on time every day unless there’s a pressing issue.

You’ll also be able to attend the daily stand-ups if you step in at 9 every day. I hope you understand.”

Employees may even begin to associate positive comments with negative feedback. And you don’t want that!

Use one on one meetings to give constructive criticism

One on one meetings are a powerful way to offer constructive criticism because it is a face to face conversation instead of a written message.

You don’t need to schedule a special meeting to give feedback ; since feedback can be a part of the one on one meeting agenda .

The regularity of one on one meetings ensures that you are offering constructive criticism in a timely manner, although not in the heat of the moment (which could be damaging).

You can use a one on one meeting software to provide structure to your sessions and make sure actions are taken on the points discussed.

Effective One on One Meetings

We built a software that automatically schedules, lets you set agenda, take notes, exchange feedback and track actions – all in one place.

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Receiving Constructive criticism

Till now we have only talked about how to give constructive criticism, but how do you receive it? It’s hard to accept that someone has pointed out something wrong with your work, especially if the person giving feedback is in a position of authority over you.

It’s human nature to feel a little defensive, especially if you’ve put a lot of work into something. So, how do you take criticism without letting it get under your skin?

Here are some things to keep in mind:

Embrace the opportunity to learn : Understand that receiving constructive criticism is an opportunity to grow and improve your skills. Remind yourself that nobody is perfect, and we all have areas where we can improve. When someone offers feedback, view it as a chance to learn from their perspective and experience.
Focus on comprehension, not rebuttal: As you listen to the constructive criticism being offered, concentrate on understanding the message rather than preparing a response or defending yourself. Keep in mind that the person is sharing their insights to support your development, so approach the conversation with an open mind.
Ask for clarification without disputing the feedback : While it’s not appropriate to contest or deny the feedback, it’s perfectly acceptable to inquire for more information or to brainstorm ways to enhance your performance. If you’re not prepared to ask questions immediately following the feedback session, that’s alright. Schedule a follow-up meeting to discuss strategies for improvement further.
Evaluate the feedback objectively : After receiving the criticism, take some time to objectively evaluate it. Consider the validity of the points raised, and determine if they can help you improve. If the feedback is valid, create a plan to address the areas where you can improve. If it’s not, simply let it go.
Separate the feedback from your self-worth : Remember that constructive criticism is about your work or performance, not about you as a person. Don’t take it personally or let it define your self-worth. Focus on the specific areas that need improvement rather than dwelling on negative feelings.

We hope these examples of constructive criticism will help you speak candidly with your direct reports.

You must take your time choosing the method that best works for you and your direct report.

You can pick a method that suits you best or combine a few methods to arrive at your own unique strategy.

Constructive criticism is a normal and essential part of work.

Make your direct reports look forward to it, if not love it.

Q: How do you accept criticism in a real-life situation?

A: Accepting criticism involves active listening and remaining open-minded. Start by staying calm and avoiding a defensive response. Listen carefully to understand the feedback, ask for clarification if needed, and show appreciation for the input. Reflect on the criticism, consider its validity, and use it as an opportunity for growth and improvement.

Q: What 5 words could you use for constructive criticism?

A: Constructive criticism can be conveyed using words like “suggestions,” “opportunities,” “improvement,” “feedback,” and “enhancement.” These words emphasize the positive intent of the critique and encourage a growth mindset.

Q: How do you handle criticism at work?

A: Handling criticism at work involves maintaining professionalism and a receptive attitude. Listen attentively to the feedback without becoming defensive. Ask for specific examples to understand better. Take time to process the criticism, self-reflect, and decide on actionable steps for improvement.

Q: What are the benefits of constructive criticism?

A: Constructive criticism provides insights into areas for improvement, helping you enhance your skills and performance. It encourages self-awareness and growth by highlighting blind spots. Constructive feedback also fosters better communication and trust among colleagues, contributing to a more collaborative and productive work environment.

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30 Examples of Constructive Criticism: Negative Performance Review

By Status.net Editorial Team on February 3, 2024 — 11 minutes to read

Constructive feedback is a vital tool in the workplace that helps employees grow and develop their skills: by providing guidance and support, you can help your team members realize their full potential.

What are the best ways to phrase constructive criticism in a performance appraisal?

Rather than pointing out their shortcomings, you can highlight the areas they need to work on. For instance, instead of saying, “You don’t meet deadlines consistently,” you could say, “It would be beneficial for the team if you could enhance your time management skills to meet deadlines more consistently.” Use phrases like “one area to focus on” or “an opportunity for growth” to present the criticism positively.

1. Instead of saying “Your reports have had several errors,” try “Paying closer attention to detail could help improve the accuracy of your reports.”
2. Rather than “You need to manage your team better,” suggest “Developing stronger leadership skills could help increase your team’s performance.”
3. Instead of “You’re not proactive enough,” recommend “Taking initiative on projects can showcase your ability to lead and problem-solve.”
4. Instead of “You’re too quiet in meetings,” encourage “Your input is valuable, and we would benefit from hearing your ideas during our meetings.”
5. Rather than “You need to improve your sales numbers,” frame it as “Exploring new sales strategies could help you exceed your current targets.”
6. Instead of “Your work has been inconsistent,” suggest “Striving for consistency will enhance the quality of your output.”
7. Rather than “You don’t work well with others,” say “Building on your collaboration skills can enhance team synergy and productivity.”
8. Instead of “You need to manage your workload better,” advise “Improving your prioritization skills can help you manage your workload more effectively.”
9. Rather than “You lack technical knowledge,” suggest “Expanding your technical skills will greatly contribute to your role’s effectiveness.”
10. Instead of “You seem disorganized,” recommend “Enhancing your organizational skills can help you perform your tasks more efficiently.”
11. Rather than “You missed your sales targets,” frame it as “Identifying new approaches to meet your sales targets is a great opportunity for growth.”
12. Instead of “You have a problem with punctuality,” say “Consistent punctuality will help in maintaining team efficiency.”
13. Rather than “Your presentations need improvement,” suggest “Refining your presentation skills could make your communication even more impactful.”
14. Instead of “You need to communicate better,” encourage “Strengthening your communication skills will help you and the team work more cohesively.”
15. Rather than “You’re resistant to change,” advise “Adapting to change can be challenging, but it’s a valuable skill that can lead to personal and professional growth.”
16. Instead of “You need to be more flexible,” recommend “Showing greater flexibility can help the team adapt to the dynamic nature of our work.”
17. Rather than “You need to work on your customer service skills,” suggest “Enhancing your customer service skills can lead to higher satisfaction rates among our clients.”
18. Instead of “You don’t take enough initiative,” encourage “Embracing opportunities to take initiative can demonstrate your leadership potential.”
19. Rather than “You’re often late on projects,” say “Finding strategies to complete projects on time will contribute to the team’s success.”
20. Instead of “You need to manage your stress better,” advise “Developing stress management techniques can improve your overall well-being and productivity.”
21. Rather than “You’ve made some poor decisions,” suggest “Reflecting on decision-making processes can help you make even stronger choices in the future.”
22. Instead of “You struggle with complex tasks,” recommend “Breaking down complex tasks into manageable steps can help you tackle them more effectively.”
23. Rather than “You’re not adapting well to the new system,” say “Investing time in learning the new system can enhance your performance and efficiency.”
24. Instead of “You could be more creative,” encourage “Exploring creative solutions can bring fresh perspectives to our projects.”
25. Rather than “You need to show more enthusiasm,” advise “Displaying enthusiasm can inspire the team and positively impact the work environment.”
26. Instead of “You should stop making so many mistakes,” suggest “Double-checking your work can help reduce errors and improve quality.”
27. Rather than “You’re too dependent on others,” encourage “Developing self-sufficiency can empower you and reduce the team’s workload.”
28. Instead of “You need to improve your professional relationships,” recommend “Investing in professional relationships can lead to better teamwork and collaboration.”
29. Rather than “You don’t handle feedback well,” say “Being receptive to feedback can provide you with valuable insights for personal and professional development.”
30. Instead of “You’re not meeting performance standards,” advise “Focusing on key performance areas can help you align with the expected standards and contribute more effectively to the team’s goals.”

Preparing for the Performance Review

Gather relevant documentation.

Before diving into the performance review, ensure you’ve collected all the necessary documentation to support your feedback. This includes data on the employee’s performance, like project reports, sales figures, client feedback, and any other relevant material. Make sure to organize and analyze this information prior to the meeting. Some examples of documentation you might gather are:

Performance metrics and KPIs
Feedback from team members or other managers
Records of previous performance review discussions
Specific instances of accomplishments or underperformance

Identify Specific Issues

As you review the documentation, pinpoint the specific issues that need to be addressed. Avoid using vague language or generalizations in your discussion with the employee. Instead, provide clear, concise examples of what behaviors or actions need improvement. Examples could include:

Consistent failure to meet deadlines
Poor communication with team members
Inability to adapt to new processes or client needs

By focusing on specific issues, it will be easier for both you and the employee to discuss actionable steps for improvement.

Set Clear Objectives

Now that you’ve identified the specific issues, it’s time to set clear objectives for the employee to work on. These objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). When setting these goals, consider how they align with both the employee’s personal development and the company’s objectives. Examples of SMART objectives include:

Increase sales by 10% over the next quarter
Attend a professional development course in the next three months
Submit project timelines to stakeholders one week before project launch

By providing clear objectives during the performance review, the employee will have a better understanding of the steps they need to take to improve their performance.

Conducting the Performance Review

Choose the right setting.

When conducting a negative performance review, it’s important to choose an appropriate setting to have the conversation. Make sure the meeting is held in a private and comfortable space where you can both discuss openly without being overheard. For example, book a quiet conference room or schedule a remote call. You want to ensure your employee feels at ease while discussing their performance.

Start with Positive Feedback

Before diving into the negatives, start with some positive feedback to set the stage. Acknowledge their achievements and praise their strengths; this will make your employee feel valued and their achievements appreciated. For example:

“You really exceeded expectations on the (…) project.”
“Your teamwork and collaboration skills are truly appreciated.”

Deliver Criticism Tactfully

When providing negative feedback, it’s important to deliver it in a tactful and clear manner. Instead of being vague or elusive, provide specific and constructive criticism. Here are some examples:

Instead of “You need to be more organized,” say “Creating detailed to-do lists or using project management tools may help you better manage tasks.”
Instead of “You need to be a better team player,” say “Let’s work on improving your communication and collaboration skills to help you integrate better with the team.”

These examples focus on actionable suggestions rather than simply pointing out flaws.

Use ‘I’ Statements

Using ‘I’ statements can help communicate your perspective in a non-confrontational way. Framing your feedback in terms of your own thoughts and feelings can make the employee feel less defensive and more receptive. For example:

“I noticed that you’ve been struggling with meeting deadlines, and I’m concerned about how it may affect the team.”
“I feel that there’s room for improvement in your time management skills to ensure you meet deliverables on time.”

To enable your employees to understand and accept the constructive feedback, consider adopting the SBI model (Situation-Behavior-Impact):

Situation : Describe the specific situation where the issue occurred.
Behavior : Explain the employee’s behavior in that situation.
Impact : Highlight the effect of that behavior on the outcome, other team members, or the company as a whole.

For example, “During last month’s team meeting (situation) , I noticed that you interrupted others several times (behavior) , which not only disrupted the flow of the conversation but also discouraged team collaboration (impact) .”

Offer Support and Resources

When presenting negative feedback, it’s important to also offer support and resources to help your employee improve. For example, you can suggest:

Online courses or training programs to develop essential skills
Professional development workshops or conferences your company offers
One-on-one coaching or mentoring sessions with a senior employee

By providing these resources, you’re showing your commitment to their growth and development, making it easier for your employee to accept the feedback and work on their weaknesses.

Examples of Negative Feedback

Attendance and punctuality.

“You’ve been consistently arriving late to work, which disrupts the team’s schedule. For example, on Tuesday, you were 20 minutes late, and last Thursday, you were 45 minutes late. It’s important to arrive on time to show respect for your teammates and ensure our projects stay on track.”

Quality of Work

“We’ve noticed that some of your recent reports have had errors and inconsistencies. For instance, the financial report from last month contained incorrect data, and the marketing analysis from two weeks ago was missing important information.”

Teamwork and Collaboration

“Your collaboration with your teammates has had some challenges lately. You didn’t contribute to the group discussion during last week’s meeting, and you were defensive during the feedback session on Tuesday.”

Communication Skills

We’ve noticed that your communication skills need improvement. For example, you often provide very brief responses in emails that lack clarity, and you tend to interrupt your colleagues during conversations.”

Ensuring a Productive Follow-Up

Schedule regular check-ins.

After delivering a negative performance review, schedule regular check-ins with your employee to discuss their progress and address any concerns or challenges that arise. For example, you can set up bi-weekly meetings to review their goals and provide them with actionable feedback to help them improve.

Monitor Progress

Actively monitoring your employee’s progress plays a vital role in ensuring that they are on track and working towards achieving their performance goals. By keeping an eye on their work and providing ongoing feedback, you can identify areas where they might need additional support or encouragement.

For example: Jane received a negative review for lacking attention to detail. You can now watch out for any pattern or recurring errors in her work and offer guidance on how to avoid them in the future.

Adjust Expectations as Needed

As a manager, you need to be flexible in your expectations and be willing to adjust them based on the employee’s progress. If it becomes apparent that your initial expectations were unrealistic, then it might be necessary to reassess your goals and help your employee come up with a new plan of action.

Frequently Asked Questions

How can i tactfully deliver a negative performance review.

To deliver a negative performance review tactfully, you should be well-prepared and honest yet empathetic. Approach the situation with a positive mindset, focusing on growth and improvement. Be specific and clear about the areas that need improvement, providing examples to illustrate your points. Encourage the employee to ask questions, voice their concerns, and share their viewpoint. Offer guidance and resources to help them grow professionally.

How should I prepare to give feedback on underperformance in a professional manner?

When preparing to give feedback on underperformance, gather specific examples and evidence of the areas needing improvement. Avoid vague or general statements. Review your employee’s written goals, previous performance evaluations, and any available peer input. Reflect on your own management style to assess whether there’s room for improvement in your approach. Finally, develop an action plan with clear steps and expectations to facilitate your employee’s improvement.

Can you provide examples of how to balance a review with both positive and negative feedback?

To balance a review with both positive and negative feedback, follow the “sandwich method.” Begin by highlighting the employee’s strengths and accomplishments, acknowledging their hard work and achievements. Then, address the areas that need improvement, providing specific examples and actionable steps for growth. Conclude the review by expressing confidence in their potential to enhance their performance and emphasizing the importance of their role on the team.

For instance:

“You’ve demonstrated excellent communication skills while working with clients. However, you could focus on improving your time management to meet project deadlines consistently. We believe in your potential, and your contributions in this area would further strengthen our team’s success.”

What are effective strategies for writing a response to a negative performance evaluation?

When responding to a negative performance evaluation, first, take the time to process and understand the feedback. Acknowledge areas where you agree with the assessment and clarify any points you believe were misconstrued. Focus on solutions, outlining your plan to address the noted shortcomings, and setting specific, attainable goals to track your progress. Keep your tone professional, and remember to express a commitment to improvement and gratitude for the opportunity to grow.

How can I ensure that negative feedback is received as intended and leads to improvement?

To ensure negative feedback is received as intended, be respectful, empathetic, and supportive. Frame the feedback as an opportunity for growth, and maintain a positive tone. Allow your employee to ask questions, share their thoughts, and express any concerns they may have. Offer resources and guidance to help them improve, and monitor their progress regularly. Lastly, remember to acknowledge and praise their efforts as they work towards improvement.

Flexibility: 25 Performance Review Phrases Examples
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How to give (and take) constructive criticism

Criticism, though often difficult to accept, is key for personal and professional growth. Constructive criticism is feedback that is specific, actionable, and focused on improvement rather than personal attacks.

What if we told you you’re not perfect?

Obviously, you know that already—but it still kind of stings. Criticism of any kind can be hard to swallow, especially when it comes to something you spent time and energy on. Inherently, we all want to do a good job. But criticism is just as important as praise, if not more so. Good, constructive feedback can help you improve and guide you towards new heights you might not have achieved otherwise.

That isn’t to say giving and taking constructive criticism is easy. But when you know how to take criticism, you become a better employee, friend, and team member. In this article, we’ll cover everything you need to know about constructive criticism, including how to identify, give, and take constructive criticism.

What is constructive criticism?

Leading through change: creating clarity and building trust.

In this webinar, Asana experts outline concrete tips to guide your team through uncertainty. Learn how to help employees focus on what matters.

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It’s important to note that constructive criticism is not negative criticism, nor should it be interpreted that way. Though constructive criticism won’t always be positive, it should be centered around helping someone improve—not tearing them down.

Constructive criticism vs. destructive criticism

You may encounter feedback that’s portrayed as constructive criticism but is actually just veiled negative comments. This type of feedback is what’s called destructive criticism. Unlike constructive criticism, destructive criticism is feedback that isn’t designed to help you improve and grow into a better person, employee, or friend. Instead, destructive criticism is:

Intended as a personal attack

Formatted to harm someone’s self-esteem

Not specific or actionable

Hypercritical or needlessly nit-picky

If you encounter destructive criticism, don’t be afraid to shut it down or ask for help from a mentor. Depending on the situation, you, a mentor, or your company’s HR department can help address the situation.

The benefits of constructive criticism

Even if you give the perfect piece of advice, constructive criticism is still difficult to both give and receive. But don’t shy away from this type of feedback just because it’s difficult. In fact, constructive criticism can help both you and the person you’re giving feedback to grow—both personally and professionally.

Honest, critical feedback can actually strengthen your bond rather than degrade it.”

By practicing constructive criticism, you’re building an atmosphere of openness and trust. Not every conversation you have with your team will be easy—but difficult conversations are a big part of developing a collaborative team .

At Asana, feedback of all types is a huge part of our culture. Each of our employees go through Conscious Leadership Group training, so they’re best equipped to give each other feedback in a constructive way. We’ve also centered our company values around mindfulness, realness, and giving and taking responsibility. When something goes wrong, we use the “ Five whys ” technique to uncover the root cause.

Every company will have their own values and practices. But opening the door to constructive and honest conversations can help you break down trust barriers and develop a closer connection with your team members and collaborators. If you’re ready to give it a try, here’s how:

11 tips for giving constructive criticism

Anyone can give constructive criticism, but in order to do so, it’s important to approach the feedback session in the right way. If you’ve never practiced giving constructive criticism before, try these 11 dos and don’ts to keep your feedback helpful, constructive, and friendly.

1. Do: Use “I” statements

“I” statements are a way to express your opinion by focusing on the situation, rather than the person you’re talking about. “I” statements begin with “I feel…” or “I think…” instead of “You said…” or “You did…”

With an “I” statement, you can make feedback feel less personal by centering it around your experience. By beginning every sentence with “I,” you’re constantly clarifying that you’re sharing your thoughts and opinions—rather than objective fact. This can help reduce the feelings of personal defensiveness that often come with any kind of criticism, and make the entire feedback session more productive.

Example of an “I” statement:

“I think you could use more images in your slides. Sometimes, I spend my time reading the text on the page, which is distracting for me. What if instead, you only included the main themes on each slide?”

2. Don’t: Use the sandwich method

You’ve likely heard of the sandwich method (sometimes called the “feedback sandwich”) before—this is possibly the most well-known criticism strategy. In the sandwich method, you start off with a positive note, mention a constructive criticism, then finish off with another positive comment.

Despite its popularity, the sandwich method isn’t an effective way to communicate helpful, constructive criticism. Because you’re nesting the constructive criticism, there's little opportunity to make that feedback actionable or brianstorm next steps. Instead, spend your time making your feedback as specific and helpful as possible—no matter how many pieces of feedback you have to give.

3. Do: Provide actionable feedback

The goal of providing constructive feedback is to give the person something they can work on. In addition to pointing out what could be improved, good constructive criticism includes ideas and next steps that the person can take in order to further develop their skills. When you provide your feedback, make sure to clarify that you’re open to further discussion or brainstorming if that would be helpful for the person you’re giving feedback to.

If your feedback isn’t actionable, don’t give it, or wait until you have something actionable before bringing it to the person’s attention. Without actionable advice, your feedback strays dangerously close to destructive criticism, rather than constructive help.

Example of providing actionable constructive criticism:

“I really liked the idea you shared during the marketing campaign meeting. However, I think the reason it didn’t get as much traction as it could have was because you didn’t tie it back to the process. If I were you, I’d bring some relevant examples to support your plan.”

4. Don’t: Publicly share your feedback

Even the best-phrased criticism can be hard to take, especially if the person you’re giving feedback to spent a lot of time and energy on their work. In order for feedback to be constructive and helpful, you want to open a dialogue about how the person can improve.

This type of dialogue isn’t possible if you share your feedback publicly. Instead of starting a conversation, the person might feel embarrassed, ashamed, or personally attacked. They might respond defensively or just move on without internalizing the feedback. Make sure you’re taking the time to sit down and chat, in order to have the most productive conversation. Either schedule time to give constructive criticism, or use a regularly scheduled 1:1 to do so.

5. Do: Include positive comments where appropriate

Just because the sandwich method isn’t the best way to provide feedback doesn’t mean you shouldn’t give positive feedback. Constructive criticism shouldn’t just be about negative feedback. Telling someone what they’ve done well is just as helpful. That way, they can spend time honing their strengths—in addition to strengthening their weaknesses.

Example of positive constructive criticism:

“Your work this past week was really innovative. I appreciated how you approached customer feedback from a new angle—I feel like you found a solution we might not have thought of.”

6. Don’t: Force positivity

That being said, just like you want to avoid the sandwich method, you should also avoid forced positivity. The point of constructive feedback isn’t to give the person meaningless compliments—it’s to help them move forward and improve.

No matter what type of feedback you’re giving, make sure you think it through and really mean it. Insincere feedback can feel unhelpful and make future feedback sessions more difficult.

7. Do: Make it a conversation

Constructive criticism isn’t valuable unless there’s a give and take aspect. Part of using “I” statements is to provide feedback from your perspective. The person you’re giving feedback to, though, might have a different point of view. Give them time to ask questions about why you feel the way you do and how they can improve based on your feedback. Keep in mind that the best feedback is collaborative, not prescriptive.

Example of how to make constructive feedback a conversation:

“I feel like your focus for this past project was a little off. What do you think? Is there something you’re unclear about in regards to our approach to this project?”

8. Don’t: Attempt to “surprise” with feedback

Giving feedback can be uncomfortable. Sometimes, it might feel awkward or unpleasant to let the person know you want to give them some feedback—what if they come into the conversation on the defensive, or have additional questions for you?

Though feedback sessions can be uncomfortable, attempting to “surprise” someone with feedback can turn a potential growth moment into a negative experience. If your feedback comes from left field, it can be frustrating, overwhelming, and make the person feel personally attacked. Instead, make sure you let the person know that this will be a feedback session.

9. Do: Give feedback in a timely manner

Constructive criticism is helpful if it’s given relatively soon after the action occurred. That way, the scenario is fresh in both of your minds. If you wait too long, your feedback might be less relevant, which makes it less helpful. Aim to give feedback within 2-7 days of the situation.

Example of timely feedback:

“I wanted to follow up on the presentation you gave to executive stakeholders last Thursday. I thought your slides were really clear, but I would have liked more time for Q&A. Maybe next time, you could send over some pre-reading to skip the early slides.”

10. Don’t: Give feedback without thinking it over

Even though you do want to give feedback in a timely manner, you don’t want to give it immediately without thought. Even if you had a lightbulb moment of realization of how this person could improve, wait at least a day to make sure this feedback needs to be expressed and that you can do so in a constructive, positive way. Before scheduling your feedback session, ask yourself:

Is this feedback something that will help them improve?

Do they need to hear this feedback?

Am I prepared to help them brainstorm how to improve?

What, if any, next steps can the person take?

11. Do: Maintain a friendly tone and body language

Ultimately, you’re providing feedback in order to help a person improve. Even if the feedback is hard to give, make sure you’re keeping your body language positive and your tone light.

You might not feel comfortable giving constructive criticism at first, so consider practicing what you’re going to say and how you’re going to say it. Pay particular attention to your tone, and make sure you aren’t frowning, glaring, or crossing your arms. Even if you aren’t actually frustrated, these signals can raise the person’s defensiveness and lead to an unproductive feedback session. If you’re giving feedback remotely, be sure to turn your video on for the call.

How to receive constructive criticism

You’ve practiced giving constructive criticism—but what about taking feedback instead of giving it? Accepting constructive criticism without getting defensive can be really difficult. Even though you conceptually know the person is giving feedback to help you, it’s human nature to feel a little defensive when receiving criticism—even if it is helpful.

Hopefully, the person has let you know in advance that feedback is coming. When you know someone has constructive feedback for you, you can prepare for it and make sure it doesn’t catch you unaware.

Even if you do receive unprompted constructive criticism, as long as it isn’t destructive criticism, try these six steps to become a pro at receiving criticism:

Avoid immediately reacting. Feedback can engage our fight or flight response and turn a theoretically helpful session into an adrenaline-filled challenge. Before responding, take a deep breath and resist the urge to react, respond, or argue.

If need be, remind yourself that constructive criticism can help you improve. Even if you didn’t know this feedback was coming, try to remember that this constructive criticism is being offered with your best interests at heart.

Listen to understand—not to respond. When someone is offering constructive criticism, listen without formulating a reply or a defensive response to the feedback. Keep in mind that the person is offering feedback in order to try to help you, and try to listen with an open mind.

Connect the feedback to your role, not to yourself. Feedback feels personal because we think people are criticizing us. But in a business setting, constructive criticism is usually based on your role. Good feedback can help you improve in your job and often isn’t as personal as it feels.

Thank the person giving you feedback. Giving constructive feedback is hard. Thank the person for their energy and effort in helping you improve.

Ask questions, but don’t challenge the feedback. Though you shouldn’t challenge or refute the feedback, it’s ok to ask questions and brainstorm how you can improve. If you aren’t ready to ask questions immediately after receiving critical feedback, that’s ok too. Set a follow up meeting to chat more about how you can improve.

Real-life examples of constructive criticism

Understanding how to give constructive criticism in various scenarios can help you handle your own feedback situations more effectively. Let's examine some practical examples of constructive criticism:

Example 1: Performance review feedback

Scenario: A manager is conducting a performance review with a team member who has been struggling with time management.

Constructive criticism: "I've noticed that you've missed a few deadlines recently. Let's discuss some strategies to improve your time management skills. I believe that by prioritizing tasks more effectively and breaking larger projects into smaller, manageable chunks, you can enhance your productivity. I'm here to support you in this area of improvement. What are your thoughts on this, and how can we work together to address this challenge?"

Why it works: This is specific feedback that focuses on behavior rather than personality and offers actionable advice. Specific feedback also invites the employee to participate in finding solutions, promoting a collaborative approach to improvement.

Example 2: Peer-to-peer criticism

Scenario: A co-worker is providing criticism to a colleague about their presentation skills.

Constructive criticism: "I really appreciated the content of your presentation in yesterday's team meeting. Your research was thorough, and you clearly put a lot of effort into gathering data. To make your presentations even more impactful, you might consider incorporating more visual aids and practicing your delivery to sound more confident. Would you be interested in rehearsing together before our next big presentation?"

Why it works: This feedback sandwich method starts and ends on a positive note, making the criticism easier to receive. It offers specific examples and suggestions for improvement and proposes a follow-up action to support the colleague's growth.

Example 3: Feedback in a team meeting

Scenario: A project leader is addressing the team about communication issues during a recent project.

Constructive criticism: "Team, I want to discuss our communication during the last project. While we met our deadline, there were instances where information wasn't shared promptly, leading to some confusion and duplication of efforts. Moving forward, let's commit to updating our project management tool daily and having brief stand-up meetings every morning. This will help ensure everyone is aligned and can work more efficiently. What are your thoughts on this approach, and does anyone have additional suggestions for improving our communication skills?"

Why it works: This feedback addresses the entire team, focusing on a specific issue without singling anyone out. It provides actionable feedback with concrete steps for improvement and invites team members to contribute their ideas, fostering a collaborative problem-solving approach.

These examples demonstrate how to give constructive criticism. When delivered thoughtfully, it can lead to positive change and professional growth. By focusing on specific behaviors, offering actionable advice, and maintaining a supportive tone, you can make your constructive feedback sessions more productive and less intimidating for all involved.

Best practices for constructive criticism in the workplace

Ever noticed how the words "We need to talk" can make your heart race? In the workplace, constructive criticism often evokes a similar reaction. But it doesn't have to be this way. Providing constructive criticism is a skill that, when mastered, can dramatically improve both individual performance and team dynamics.

Let's explore some best practices that can help create a culture of productive feedback and continuous improvement.

Establishing a culture of constructive feedback

Creating an atmosphere where constructive criticism is welcomed and valued is essential for a thriving workplace. To build trust and encourage open communication, consider these strategies:

Lead by example: Managers should actively seek and graciously learn how to take criticism well, demonstrating its importance.

Normalize feedback: Incorporate regular check-ins and offer feedback sessions into your team's routine.

Emphasize growth: Frame constructive criticism as a tool for career development rather than punishment.

Encourage peer-to-peer feedback: Foster a work environment where co-workers feel comfortable offering constructive feedback to one another.

By consistently reinforcing these practices, you'll create a workplace where the meaning of constructive criticism is understood as a valuable part of daily interactions and professional development.

Training for effective feedback delivery

Think of providing constructive criticism as a muscle; the more you exercise it, the stronger it gets. But how do you build that muscle? By investing in training programs that target key skills. Here's what to focus on:

Communication skills: Teach employees how to articulate specific feedback clearly and respectfully.

Active listening: Encourage understanding the recipient's point of view before offering advice.

Emotional intelligence: Help team members recognize and manage emotions during feedback sessions.

Focusing on behavior: Train staff to address specific actions rather than making personal attacks.

Remember, the goal of constructive criticism is to inspire positive change and foster professional growth. Proper training ensures that feedback is delivered in a constructive way that achieves these objectives.

Setting clear expectations

To make constructive criticism effective, establish clear expectations upfront. It's like setting the rules before the game starts. When success is well defined, feedback becomes a tool for growth, not a source of surprises.

Define success: Clearly outline what constitutes good employee performance for each role.

Set measurable goals: Provide specific, quantifiable targets for team members to aim for.

Communicate regularly: Don't wait for formal performance reviews to discuss expectations and progress.

Be consistent: Ensure that expectations are applied uniformly across the team to avoid perceptions of favoritism.

When expectations are clear, it becomes easier to provide specific examples and actionable advice during feedback sessions.

Using technology for constructive criticism

Ready to supercharge your feedback game? Leverage technology to streamline and simplify your feedback processes. It's like having a digital assistant for your constructive criticism.

Work management platforms: Implement software that allows for continuous, real-time feedback.

Analytics tools: Use data to identify areas of improvement and track progress over time.

Video conferencing: For remote teams, use video calls to maintain the personal touch in feedback sessions, allowing you to read body language and maintain eye contact.

Anonymous feedback systems: Consider tools that allow for anonymous input to encourage honesty and openness.

While technology can facilitate how to give constructive criticism, remember that it should complement, not replace, face-to-face conversations.

Constructive feedback builds collaborative teams

When done well, effective constructive criticism can pave the way for a healthier, collaborative team. That’s because collaborative teams are open and honest with one another—and not afraid to talk about real things. Just by reading this, you’re on the path to becoming more collaborative and working together more effectively.

Related resources

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Listening to understand: How to practice active listening (with examples)

Unmasking impostor syndrome: 15 ways to overcome it at work

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Constructive Criticism

Ai generator.

In the realm of personal and professional development, constructive criticism plays a pivotal role. It’s a tool that fosters growth, enhances performance, and cultivates a culture of continuous learning. This article aims to provide a comprehensive guide on how to write constructive criticism, along with downloadable examples and ideas. We’ll also delve into related topics, such as positive reviews, feedback examples, and more, to give you a well-rounded understanding of the subject.

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What is Constructive Criticism?

Constructive criticism is a form of feedback that provides specific, actionable suggestions for improvement. Unlike destructive criticism, which focuses on flaws without offering solutions, constructive criticism is characterized by its positive intent and a balanced view of strengths and weaknesses. It’s a powerful tool for personal and professional growth, fostering a culture of continuous learning and improvement.

How to Write Constructive Criticism

Before we delve into the steps, it’s important to understand that writing constructive criticism requires a delicate balance. It’s about providing feedback that can help the recipient improve, while also acknowledging their strengths.

Step 1: Start with Positivity

Begin your criticism with a positive statement. This could be an acknowledgment of the person’s efforts or a recognition of something they did well. For instance, you might want to check out “ 29+ Positive Review Examples in PDF, Google Docs, Word ” for inspiration on how to frame positive statements.

Step 2: Be Specific and Clear

When pointing out areas that need improvement, be specific and clear. Vague criticism can lead to confusion and misunderstanding. For example, if you’re writing a book review , don’t just say the plot was weak; explain why and where it lacked depth or coherence.

Step 3: Offer Solutions, Not Just Problems

Constructive criticism should not only highlight the problem but also propose a solution. This is where you can leverage the “ 30+ Constructive Feedback Examples in PDF ” to understand how to effectively suggest improvements.

Step 4: Balance Strengths and Weaknesses

Remember to maintain a balance between pointing out strengths and weaknesses . This approach ensures that the recipient doesn’t feel overwhelmed by the criticism and understands that they also have areas where they excel.

1. What is the difference between constructive criticism and negative criticism?

Negative criticism focuses solely on the flaws without offering any solutions, while constructive criticism provides specific, actionable suggestions for improvement.

2. How can I make my constructive criticism more effective?

Being specific, clear, and balanced in your feedback can make your constructive criticism more effective. Also, offering solutions rather than just pointing out problems can help the recipient understand how to improve.

3. Can constructive criticism be positive?

Yes, constructive criticism can be positive. It starts with acknowledging the positive aspects before delving into areas that need improvement.

For those interested in academic writing, “20+ Collage Essay” provides excellent examples. If you’re into research, “ 10+ Documentary Research Examples in PDF ” is a must-read. Lastly, understanding the concept of “ Understatement ” can significantly enhance your writing skills.

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Constructive criticism

When and how is it best to use constructive criticism is? Explore our 10 useful examples and 8 valuable tips.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

February 2, 2022 · updated July 31, 2024

13 minute read

Providing feedback is necessary to help employees improve their skills and performance. It is easy to do so when the input is positive, but what do you do if you need to deliver critique or change the employee’s behavior?

Delivering critique and discussing areas that need improvement can lead to diminished motivation, negative feelings, and disengagement.

In this guide, you will learn:

What is constructive criticism?

When is it appropriate to use and why, why does it need to be constructive, examples of constructive criticism, tips on how to give constructive criticism.

Constructive criticism is a form of feedback that focuses on delivering critique and negative feedback constructively and positively to improve performance or behavior.

Constructive criticism is actionable, clear, and beneficial to the recipient. It does not focus solely on the negative aspects. Rather than tearing something down, constructive criticism focuses on improving it.

It contrasts with destructive criticism, which may be either positive in its intent but nonetheless unhelpful, negative and deliberately hurtful, or both.

Constructive criticism does have some common characteristics with constructive feedback . Check out our article to learn more about it.

Managers should offer constructive criticism to avoid offending or discouraging employees while still providing detailed comments on what might be improved. Constructive criticism can encourage employees and provide direction and actionable solutions to the issue of discussion. In addition, it creates a transparent and trustworthy work environment where colleagues can share input without fear of hurting feelings.

Although criticism isn’t always easy to give, it’s necessary to ensure employees are satisfied and have opportunities to learn and grow. In fact, 83% of employees value feedback , positive or negative .

According to Harvard Business Review, when asked what was most helpful in their career, 72% of employees said receiving feedback from their supervisors . Employees want feedback in order to improve, and providing constructive criticism allows managers to provide direction and advice on how to improve.

Constructive criticism is more valuable in situations when:

There has been a violation of rules.
When constructive feedback is ineffective.
When there is a conflict or an accident, and it needs to be resolved through dialogue rather than avoidance.
When constructive criticism is needed to help a person grow their skills.
When a behavior is negatively impacting the productivity or morale of others.
When a person is not performing as desired and needs guidance AND you know that they are open to constructive criticism and a conversation.
When something was agreed upon, but the person did something differently, which led to negative consequences.
When you need to have a conversation involving examples of behavior that needs to change instead of just general observations.

Providing criticism is important, and so is the delivery of it.

It’s important that criticism is constructive, which means that it identifies the specific behavior that needs to be improved in a respectful way. By doing so, the person giving feedback can avoid negative feelings and promote trust.

Research has shown that criticism can increase the motivation and engagement of the receiver when given constructively. On the other hand, poorly given, non-constructive feedback leads to poor engagement and motivation .

Poorly delivered feedback typically results in a dismissive and defensive attitude and long-term effects may include decreased motivation and engagement with future feedback.

Constructive criticism inspires rather than demotivates individuals because it focuses on future progress rather than past wrongs. A 2020 study shows that negative feedback that focuses on past mistakes isn’t as efficient .

Therefore, feedback should not focus on previous performance and the punishment of past failures. Instead, managers should provide constructive criticism and work with the feedback recipient to develop the next steps, opportunities for interesting and worthwhile endeavors, and their vision of what they could achieve.

Career development plan template

This template helps employees and leaders plan together for career growth: set goals, assess skills, and make a plan.

1. Criticism regarding low-quality work

Employees may be meeting deadlines, but the work they produce often has mistakes. Mistakes happen, but this could indicate weaknesses in attention to detail. Constructive criticism can help find solutions. Be sure to give specific examples of work and highlight strengths before communicating your concerns.

Here is an example for an employee producing low-quality work:

“I highly appreciate that you always meet deadlines and are passionate about implementing our overall vision in your projects. However, I have noticed that you’ve missed some details on your two most recent projects. These details need to be corrected before moving to the next stage. Let’s create a thorough checklist of all your deliverables for your next assignment. Give it a go, then let’s follow up and evaluate.”

2. Criticism regarding low productivity

Productivity declines might be caused by personal life changes or disengagement. Addressing the root reason will shift the discourse.

Here is an example for an employee with low productivity:

“I just wanted to check in. I’ve noticed you’ve been less productive than usual. Is there anything I can do to assist you in getting back on track? I want you to be happy. Let’s set aside some time to discuss your objectives and duties and what you need from me to achieve those, so we’re all on the same page.”

3. Criticism regarding communication skills

Communication may be difficult when employees are afraid to ask questions or discuss concerns. Set clear expectations and react favorably to updates to encourage strong communication.

Here is an example for an employee who struggles with speaking up about issues they are facing:

“How are you doing with your current project? If any problems arise, please let me know as soon as possible so that I can assist you in getting back on track. How about sending me daily updates so I know where we are?”

4. Criticism regarding missed deadlines

Missed deadlines can indicate disorganization or issues with time management. A discussion around the missed deadlines provides an opportunity for learning and professional growth. Be sure to be understanding during this discussion and offer help where you can.

Here’s an example for an employee who is missing deadlines:

“I’m always impressed with your quality of work. However, I’ve noticed that you’ve lately missed a few deadlines. I realize this is a fast-paced environment. I have a few different time-management tactics I can share with you. But, before we go into that, is there anything, in particular, that’s creating these delays?”

5. Criticism regarding lateness and absence

Employees that are chronically late or absent may struggle to self-organize and may already be aware that it’s an issue. When discussing this issue, refrain from focusing on the employee. Instead, concentrate on the impact of tardiness or absence on the employee’s performance and offer them your assistance.

Here is an example for an employee who is frequently late or absent:

“I’ve noticed your absence and tardiness at work lately. I know we all have obligations outside of work, but you risk losing out on a lot of information if you frequently miss meetings. The last thing I want is for it to hinder your overall performance. So, please let me know if I can assist you with any issues.”

6. Criticism regarding problem-solving abilities

When employees lack problem-solving skills, it creates distractions and can throw a project off track. Focus on making the employee feel confident while addressing these concerns. A confident employee feels empowered to take the initiative and solve issues independently.

Here is an example for an employee who is struggling with solving problems:

“You collaborated well with your team last week. You are always a great help during brainstorming sessions. It would be fantastic to see you use your creativity to solve problems before asking for help. Try to think of some solutions for 30 minutes before reaching out to anybody else. If this doesn’t work, contact me, and we’ll figure out the next steps.”

7. Criticism regarding a negative attitude

Negative attitudes can create hostile environments. However, negativity can be addressed to help preserve a pleasant work environment and team morale. To avoid creating an even more hostile situation, focus on finding the underlying cause behind the behavior and offer your assistance to overcome it.

Here is an example of constructive criticism for a negative attitude:

“I wanted to follow up on some recent observations. Your interactions with me and others suggest you’ve been unhappy at work. Is there anything I can do? In the future, please come to me with any concerns hurting your work-life balance so I can assist in finding a solution.”

8. Criticism regarding issues with collaboration

Employees who avoid collaboration are potentially missing out on growth opportunities. Employees may avoid collaboration due to low confidence. When addressing this concern, highlight that you are impressed by their skills and feel that they could offer value by sharing those skills with other team members.

Here is an example of constructive criticism for collaboration issues:

“I admire you for your resourcefulness and great problem-solving skills. However, in the case that someone else may need a helping hand, you should show off your skills and aid others by sharing your expertise. Meanwhile, you may learn more by seeing how others work. Let’s set up a weekly team meeting where we can discuss our current projects and do some brainstorming activities.”

9. Criticism regarding issues with unprofessional behavior

Unprofessional behavior sometimes stems from seemingly innocent actions. However, behaviors like gossiping can quickly escalate into a situation that decreases employee morale. If you see an employee gossiping or engaging in other unprofessional conduct, discuss it with them one on one.

Here is an example of constructive criticism for unprofessional behaviors:

“I understand your feelings, and I know it seems as if your behavior is harmless. However, actions like gossiping can foster emotions of workplace mistrust. Please address future concerns directly to me. When you share them with your coworkers, it creates a culture of fear and negativity.”

10. Criticism during a performance review

Performance evaluations are a great opportunity to assess the team’s output. It’s also a chance to address any concerns about an employee.

A great way to do this is to ask the employees how they feel about their performance in areas you think need improvement.

Tip: Solicit the employees’ opinion on their performance and suggest ways to enhance it. By expanding on what the person says, you may assist them in recognizing their flaws and correcting them.

Here is an example of constructive criticism for an employee during a performance review:

“You mentioned your feelings about the amount of time it takes you to complete a project. I’ve noticed that you’ve spent a lot of time troubleshooting and problem-solving in past projects. Perhaps this is an area that is slowing you down. During your next project, try timing how long it takes you to solve an issue that you run into. It may be helpful to limit yourself to an hour of researching the issue, then reach out to the team for help.”

Constructive criticism is more likely accepted if the criticism is timely, clear, specific, detailed, and actionable.

Let’s look at some more specific tips for providing constructive criticism:

1. Be positive

Positive feedback helps employees become more open to constructive criticism, but it should not be the only purpose for offering positive feedback.

For example, if positive feedback is only given to make the negative feedback seem less severe, the positive feedback may no longer be perceived as genuine appreciation but rather as a prelude to bad feedback.

Though constructive criticism itself is not always positive, you should give it with a positive attitude.

2. Provide actionable advice

When providing criticism, give examples of how an employee can improve instead of just focusing on the negative.

Providing actionable advice is the main factor that separates constructive and deconstructive criticism, and it gives the aspect of focusing more on the future than the past.

One way to do this is to set SMART goals. It’s a great way to create goals that are likely to be achieved.

3. Make it a collaborative experience

Constructive criticism is more valuable when there is a give-and-take component.

The person you’re giving feedback to may disagree with you. Allow them to question why you feel that way and how they can improve based on your comments.

Making it a collaborative experience can soothe negative feelings from receiving negative feedback because it allows all parties to share their points of view.

4. Focus on the situation rather than the person

Focusing on the situation or behavior rather than the person can help prevent the receiver from feeling personally attacked. Using “I” statements is a great way to do this.

By focusing on your experience, an “I” statement might make comments less personal. By starting every phrase with “I,” you make it clear that you’re giving your views and opinions, not facts.

This can ease defensiveness from the employee and make the feedback session more fruitful.

5. Be specific

The more specific, the better.

Don’t make general comments. Instead, describe the concerns in detail and provide examples when possible.

This way, you and your colleagues can communicate effectively, and there are no unanswered questions at the end of the session.

Ambiguous comments can leave the recipient unaware of the whole problem and, therefore, unaware of the proper steps to improve it.

6. Keep the conversation private

The feedback and suggestions could have little to no effect if the receiver feels embarrassed. In fact, it could demotivate and discourage them even more.

It’s best to provide constructive criticism in private where you can have a conversation without feelings of humiliation.

To have the most effective discussion, take the time to sit down and talk. Schedule time for constructive criticism or utilize a one-on-one meeting to do it.

7. Consider the timing

Constructive criticism is helpful if delivered shortly after the action, so you’ll both remember the situation. Waiting too long may render your input irrelevant and hence unhelpful.

However, it may not be appropriate to deliver constructive criticism immediately after a big presentation or any situation where the tension or excitement may already be high.

8. Follow up

Indicate your praise for progress made along the way to show you’re on their side and invested in their accomplishment. This will also allow the receiver to raise any concerns once they have had time to understand and think about the critique thoroughly.

Positive reinforcement can also help prevent them from relapsing back into old routines.

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7 Examples of Positive Criticism in the Workplace

Shining examples of positive criticism in the workplace are found in most progressive, leading organizations. A valuable tool, positive criticism, is an opportunity for individuals to learn and grow. It’s an excellent resource that offers many benefits on the professional level, even though people don’t often recognize it.

Today, we’re taking a closer look at positive criticism examples in the workplace, how to implement them, and how best to receive them.

The Difference Between Constructive and Positive Criticism

Before we dive into our extensive discussion of positive criticism examples, let’s first differentiate between constructive and positive criticism. Contrasting them will help you better understand what positive criticism is.

Both constructive and positive criticism share the goal of achieving results more efficiently. However, constructive criticism aims to show how something can be done better, using an alternative approach to the current one. Its suggestions address the issue straight up without delay or generalizations.

On the other hand, positive criticism starts by drawing attention to a positive aspect of the issue rather than going straight for the kill. Doing so increases the chances of employees receiving criticism as you approach them as a just critique that addresses the good and the bad.

employer giving positive criticism feedback examples

7 Best Ways to Give Positive Criticism in the Workplace

Positive criticism can be a powerful tool in any workplace’s social and professional development. But to harness the full benefits of positive criticism, you need to learn how to convey it appropriately to your employees, peers, or even managers.

Most of the time, the issue isn’t with the criticism itself but rather with how you approach it. The approach determines how well your associates and colleagues receive it. If your positive criticism isn’t giving you the desired results, try applying the following methods and tips to your technique.

1. The Sandwich Method

An excellent way to approach positive criticism, the sandwich method can be highly effective if you do it right.

Here, you want to start your feedback with a positive remark on something that performed well. Proceed to work on your criticism, and then wrap up the input with another positive note on how the receiving person can improve it.

2. Be Specific

Being transparent and specific in your positive criticism is crucial to the growth of employees. After all, employees need to know what’s wrong to address it adequately .

To achieve the best results from positive criticism, let your employees know what the issues are by giving them specific illustrations of these questionable actions and behaviors. Be sure to get to the point quickly to avoid confusing the employee.

3. Don’t Make It Personal

When providing positive criticism, it’s best to focus on the action, not the person. Focusing on action means avoiding using “you” in a negative context.

For example, instead of saying, “You did the report poorly,” reframe the sentence to become action-oriented such as “The report could be better with more sources.” Similarly, “you’re disorganized” can be rephrased into “your work can be better structured.”

The objective approach keeps you from assuming the person and allows you to address the issue with your employee so they don’t feel personally incompetent.

4. Avoid Surprises

Always let your employee know that you’ll be giving them feedback beforehand, which means scheduling a meeting in advance to give employees a chance to prepare.

A feedback session without notice may catch employees off guard, causing them to feel overwhelmed and unwanted .

5. Maintain Privacy

Don’t do it in a group setting if you want to provide individual feedback. A vital aspect of giving positive criticism is not to make the employee feel singled out. Scheduling a private meeting allows employees to receive your input better and gives them enough time to process the message.

Public feedback displays defeat the purpose of positive criticism and may lead to destructive criticism .

6. Hold a Conversation

Positive criticism is a fantastic opportunity to coach and guide employees in the workplace. To ensure your employee will fully understand the points you’re trying to convey and how they can improve, the feedback needs to be in the form of a dialogue.

It would be best to allow the employee to explain their side of the story and ask questions regarding the issue and how to fix it. You may even learn some information that’ll help you provide tailored feedback and advice.

7. Address Actionable Issues Only

You can’t expect to change something that’s merely unchangeable – this will only lead to frustration on both sides. Instead of discussing unactionable personal traits, focus your positive criticism on matters that can be improved.

For example, if there’s an issue regarding interacting with customers, point out better responses or actions that your employee could’ve done. Also, if paperwork isn’t the employee’s strongest suit, discuss how they can improve formatting and wording.

6 Best Ways to Receive Positive Criticism

You may be able to provide positive criticism like a professional, but what if you’re on the receiving end of things? You should be able to graciously accept such criticism to work on improving what needs to be changed efficiently.

Most of us aren’t born with such tolerance; however, reacting with anger or defensiveness upon facing criticism will never achieve any good – especially in a workplace environment.

So, you must train yourself to receive positive criticism with as much tact as possible. After all, such criticism helps you identify your weaknesses to work on them to become more successful. Here are some handy steps for handling positive criticism:

1. Suppress your Initial Reaction

You may not expect this, but stopping yourself from reacting at the first sign of criticism is a vital step to gracious receiving.

As little as it seems, the one second that you refrain from doing anything is all it takes for your brain to process the situation. You’ll get a window to prevent a dismissive facial expression or a sharp remark and compose yourself during this moment.

2. Recall the Benefits of Getting Feedback

When you stop yourself from rushing into a reaction, you also allow yourself time to remember the benefits of receiving positive criticism. These benefits include improving your work productivity , skills, and relationships and helping you live up to the expectations of your managers and peers.

3. Listen to Understand, Not Retaliate

You should be well in control of your reaction as you recall the advantages of receiving feedback.

From here, you can engage in a productive conversation where you carefully listen to fully understand what the person is trying to tell you (as opposed to interrupting them to retaliate). It would be best if you waited to let them share their whole thoughts and focus on understanding their perspective rather than questioning the person’s judgment.

Remember that this person may be nervous about criticizing you, even when it’s positive. So try and give the benefit of the doubt and work with them towards the greater good for yourself.

4. Appreciate the Feedback

The hardest part of receiving criticism is expressing appreciation for it. Your feedback doesn’t necessarily mean that you agree with the person’s assessment. Still, it does show the professional side of your work personality as you acknowledge the person’s effort to evaluate you and share their feedback.

The best way to go about appreciation is by thanking them for sharing their feedback while holding eye contact. Be deliberate with your gratitude, and don’t just mumble it.

5. Analyze the Feedback with Questions

Once you’ve expressed your appreciation for the person’s positive criticism, it’s time for you to process their feedback fully. To achieve this, you need to seek more clarity and share your perspective on the matters brought forward by the person.

Asking questions is the easiest and fastest way to get to the root of the proposed issues and possibly find solutions to resolve them. Otherwise, engaging in a heated debate can get messy, comprising your position in the workplace.

Let’s say your manager is discussing a report missing a couple of sources. You can deconstruct their positive criticism by applying the following tips:

Ask for specific examples: “I was a bit distracted, but can you highlight sections that require sources?”
Acknowledge the specific parts of the feedback: “You’re right that it needed better formatting, and I later fixed this issue.”
Try to find out if this is a recurring problem or a one-time mistake: “Have you noticed any other reports of mine also lacking sources?”
The person giving the feedback should have a few ideas on how you can address the issue, so seek out their insight: “I’d love to know your suggestions on how I can better handle this later on.”

6. Request a Follow-Up Feedback

Hopefully, you’ve reached a point in the conversation where you can agree on the proposed issues. You can wrap things up after you explain your plan for future encounters with similar situations by thanking the person and moving on.

Sometimes, however, you’ll need to ask for a follow-up meeting to get approval on upcoming steps or to inquire about further information. Requesting a separate meeting is excellent, especially if you’re dealing with issues of a more significant proportion.

example of worker receive positive critique in the workplace

3 Examples of Positive Critique

Let’s get real. It’s one thing to read about positive criticism and how you can successfully reinforce it in the workplace, but it’s a different game trying to apply all that you read in real-life scenarios. Employee feedback can be uncomfortable for all parties involved. To help managers better navigate such sensitive dialogues and keep the frustration to a minimum, here are a few positive criticism examples to review:

Positive Criticism Example 1. Time Management and Deadlines

Almost every business out there requires strict adherence to deadlines and schedules, so time management and deadlines issues are probably the most frustrating ones.

Such problems can indicate disorganization or exaggerated ambition. Either way, you should address this as an opportunity for professional development.

“I’m always happy with the work you deliver, but I can’t help but notice this is the third time you asked for an extension. How about we look at your goals and see how you can better manage your time?”

Positive Criticism Example 2. Absenteeism and Tardiness

The substantial effect of absenteeism and tardiness on the workflow requires no further stress. For example, frequently absent or late employees are most likely having a difficult time self-organizing and may already feel embarrassed about it. So, you want to avoid focusing your feedback on the employee as the problem.

Instead, address the issue of tardiness or absenteeism itself and how it affects employees’ ability to complete their daily tasks efficiently.

“So I noticed you didn’t attend our last couple of morning meetings, and I’m worried that you may have missed some important information. Your absence will make it difficult for you and your colleagues to sync up. I think it’s a good idea to go over what you missed now; then, we can discuss a plan to prevent this from happening in the future.”

Positive Criticism Example 3. Speaking Over Others

An employee who often speaks over others in meetings may come off as rude, but they may do this out of passion or reflection of leadership qualities . In this case, positive criticism indicates that you appeal to their excitement when delivering your feedback.

“I can see you’re excited about the project, but you tend to speak over your colleagues without realizing it. Your interruption of their thoughts leaves them no room to present their ideas, which happened today. Did you notice it as well?”

3 Constructive Criticism Examples

As briefly mentioned above, both constructive and positive criticism share the goal of achieving results more efficiently. However, constructive criticism aims to show how something can be done better, using an alternative approach to the current one . Its suggestions address the issue straight up without delay or generalizations.

What’s great about constructive criticism, similar to positive feedback, is that it can do the following:

Improve employee morale
Reduce confusion regarding expectations and current performance
Provide a new perspective and give valuable insight to the person receiving feedback
Positively impact an individual’s behavior

Here are some tips for making feedback constructive:

Focus on observation and not inference
Focus on behavior and not the individual
Focus on things that can be changed
Provide recommendations and solutions

Constructive Criticism Example 1: Unmotivated Employee

Dianne has been an employee at your company for eight months. Lately, she seems disengaged and unmotivated compared to the rest of the team.

An appropriate constructive criticism response would be:

“Dianne, I have noticed that you don’t seem as motivated to do work as you usually do, and it makes me feel like I am doing something wrong. If there are reasons why you are feeling this way, I would love to talk with you about it. You could be much happier if we met once a week to check up on everything.”

Constructive Criticism Example 2: Late to Work

Mark has constantly been showing up late for work .

“When you show up late to work every day, it irritates me because it feels like you are letting our team down. The hours are 9 to 3, and it hurts our team when you show up late to work. What do you think? From now on, I really need you to arrive to work on time and change your behavior.”

Constructive Criticism Example 3: No Initiative

Stacy has recently taken a more back-seat role in her position as a manager.

“I noticed that you are not taking as much responsibility and initiative as you used to. It makes me feel like I have not done a good job. Did I say or do something that would make you react this way? I would love for you to address any problems or concerns you have.

Infographic on How to Give Positive Criticism

Final Thoughts and More Positive Criticism Resources

Positive criticism provides employees with insight and brings their attention to issues they may have overlooked or given consideration. It helps create strong bonds at work as it shows that your managers and colleagues care about your success. Despite being well intended, positive criticism examples in the workplace can still be equally tricky to deliver or receive. But just like many things in life, thorough research combined with practice can help you master the art of providing and dealing with positive critique.

We hope these winning examples of positive and constructive criticism in the workplace that are helpful in most progressive, leading organizations will become a valuable tool for you. They’re an excellent resource that offers many benefits on the professional level, even though people don’t often recognize them.

Need More Help? Check Out These Book and Video Tips for Delivering Criticism at Work

Below is an informative video and book about positive criticism.

Book: The Power of Positive Criticism

From the author: This empowering book helps readers take the sting out of criticism–and transform it from a destructive, demoralizing disaster into an energizing, educating experience that builds relationships and increases individual and organizational success. Please consider b uying the book here .

Thanks for visiting and learning about positive criticism examples in the workplace. While here, you may be interested in our career development blog jam-packed with topics about leading evidence-based recruiting practices, preparing for a Skype or Zoom interview , understanding the Myers Briggs’ 16 personality types, and creating a great LinkedIn profile .

About Mark Matyanowski

As the founder of MatchBuilt, with over 18 years of recruiting and coaching experience and 8+ years in executive roles at a leading Fortune 100 company, I am deeply committed to guiding professionals in their career paths.

Our team at MatchBuilt offers expert support in enhancing resumes, optimizing LinkedIn profiles, and preparing for interviews. Our blog, drawing on our rich experience and industry insights, is a valuable resource for job seekers.

We take pride in successfully guiding job candidates to top-tier company roles while empowering individuals to achieve their career ambitions, irrespective of their background or educational level.

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23 Constructive Criticism Examples
23 Constructive Criticism Examples (2024)
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11 Constructive Criticism Writing Examples to Produce Results. Example 7: Team Member Sticks Only to His or Her Job Description. Example 8: Team Member is Disengaged in Team Meetings. You have likely had your fair share of constructive criticism. It is a powerful tool that can be used to help people grow and learn, but let's face it ...
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5. Follow up. The magic of constructive criticism isn't just in receiving it—it's in implementing it. After someone has highlighted an area you could improve upon, take steps to actually make a change. Then, after some time has passed, take proactive steps to follow up with the person who offered the original feedback.
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Examples of constructive criticism Example 1: Lack of independent problem-solving, overuse of team as a resource. Situation. You notice an employee has been excessively relying on help from other teammates. This takes team members away from their own tasks, and lowers productivity all around. You want to address the issue with the employee and ...
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How to Give and Take Constructive Criticism (With Examples)
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The first step in preparing to give constructive criticism is to understand what it truly means. Constructive criticism is about providing specific, actionable suggestions in a way that is helpful and supportive, not demoralizing. It involves identifying specific areas of improvement while also acknowledging strengths.
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This essay focuses on constructive criticism as a significant element in governance by giving first-hand examples of a manager with the constructivism trait. Often, organization managers praise employees according to their merits which may result in egocentricity. Other times, failures lead to negative criticism, which may also exceed the ...
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Here are some constructive criticism examples in specific scenarios, along with a comparison to critical criticism: Constructive Criticism Examples For Employees Presentation Skills. Instead of Critical Criticism: "Your presentation lacked visual appeal and you seemed distant from the audience. You need to work on your delivery and engagement ...
How To Give And Take Constructive Criticism (Definition, Tips, And
We'll also share what constructive criticism is and examples of it in the workplace. Key Takeaways. Giving good constructive criticism requires empathy, positivity, and forethought. Receiving constructive criticism well requires staying calm, remembering that it's intended to help you, and graciously listening to and thanking the speaker.
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Constructive criticism focuses on the task or behavior that needs to be improved, not on the person themselves. This is fundamental to the concept of unconditional positive regard. Examples could be: "Okay, let's talk about the task at hand and push other things out of the conversation for now.
Giving feedback: constructive criticism examples for students
Constructive criticism is a feedback method where educators target areas for improvement in students' work, learning, or behavior. For constructive criticism to be considered helpful to students, it needs to embody these three main characteristics: 1. Constructive criticism is specific. Educators identify precise points for students to ...
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The Purpose of Criticism. Criticism is a mirror reflecting our actions, behaviors, and creations back to us. Its primary purpose is to provide feedback, allowing individuals to assess their strengths and weaknesses objectively. Constructive criticism offers a valuable opportunity for self-reflection and growth.
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Constructive criticism vs. Destructive criticism. Constructive criticism and Destructive criticism differ in their intentions, delivery, and outcomes. While both types of criticism may highlight an issue or a problem, the approaches taken and the end goals are vastly different. Constructive criticism aims to promote growth and development.
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Examples: 1. Instead of saying "Your reports have had several errors," try "Paying closer attention to detail could help improve the accuracy of your reports.". 2. Rather than "You need to manage your team better," suggest "Developing stronger leadership skills could help increase your team's performance.". 3.
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Constructive criticism is a powerful tool for fostering growth and improvement, both personally and professionally. By following the steps outlined in this guide, you can provide feedback that is both helpful and respectful. Remember to check out the linked articles for more insights and downloadable examples. ... "20+ Collage Essay ...
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The Art of Constructive Feedback. The articles titles "The Art of Delivering Constructive Feedback" by Robert Logemann and "Giving and Receiving Effective Feedback "by Rachael Jug, Xiaoyin Jiang, and Sarah Bean offer a comprehensive analysis of the importance of feedback. Both of these articles provide complete elements such as ...
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7 Examples of Positive Criticism in the Workplace
Positive Criticism Example 2. Absenteeism and Tardiness. The substantial effect of absenteeism and tardiness on the workflow requires no further stress. For example, frequently absent or late employees are most likely having a difficult time self-organizing and may already feel embarrassed about it.

23 Constructive Criticism Examples

Constructive Criticism Definition

Constructive Criticism Examples

2. Using “I” Statements

3. Offering Suggestions for Improvement

4. Encouraging Open Communication during Criticism

5. Offering Opportunities for Growth

6. Providing Praise along with Criticism

7. choosing an Appropriate Time and Place

8. Maintaining a positive and supportive tone

9. Focusing on the Behavior Rather than a Person’s Character

10. Following up on your Feedback

Strategies for Providing Constructive Criticism

2. The STAR Method

3. The “No Feedback” Approach to Providing Feedback

4. Use Reflective Questioning

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11 Constructive Criticism Writing Examples to Produce Results

Table of Contents:

Software to help you write constructive criticism

Constructive criticism writing examples

Example 2: Team member constantly misses deadlines

Example 3: Team member is not a team player

Example 4: Team member doesn't take initiative

Example 5: Team member doesn't communicate enough

Example 6: Team member lacks time management

Example 7: Team member sticks only to his or her job description

Example 8: Team member is disengaged in team meetings

Example 9: Team member has a negative attitude

Example 10: Team member is a poor listener

Example 11: Team member is underperforming

Recognition & Rewards all inside Slack or Teams

Employee Recognition & Rewards all in Slack or Teams

How to give and take constructive criticism

What is constructive criticism?

Benefits of constructive criticism

How to receive constructive criticism

Constructive criticism vs. destructive criticism: what’s the difference?

Constructive criticism

Deconstructive criticism

The role of empathy and constructive criticism

How to give constructive criticism

2. Be specific with your feedback

3. Give recommendations for ways to improve

4. Avoid making assumptions

13 tips for giving constructive feedback

Focus on behavior, not the person

Keep timing in mind

Be mindful of emotions

Maureen Obatomi

Handle feedback like a boss and make it work for you

Constructive Criticism in Leadership Essay

15 Constructive Criticism Examples To Inspire Growth | Updated in 2024

Table Of Contents

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Constructive Criticism Examples For Employees

Written Report

Customer Service

Time Management

Problem-Solving Skills

Conflict Resolution

Adaptability to Change

Constructive feedback examples for a colleague

Constructive feedback examples for your manager

What are examples of constructive criticism?

Is Constructive Criticism a Good Thing?

What is constructive vs critical criticism?

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Final Thoughts

Constructive criticism that works

Work environment matters

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