What do you do if your colleagues need constructive criticism?

When colleagues need constructive criticism, offer feedback respectfully, focusing on specific behaviors or actions, not personal traits. Be clear, objective, and offer suggestions for improvement. Ensure a supportive environment, encourage open dialogue, and be receptive to their perspectives and reactions.

When providing constructive criticism to colleagues, I approach with empathy and tact, focusing on specific behaviors or actions rather than personal attributes. I offer actionable suggestions for improvement and encourage open dialogue, fostering a culture of continuous growth and development. By delivering feedback with respect and sensitivity, I empower my colleagues to thrive professionally and contribute effectively to our shared goals.

Cuando mis colegas requieren críticas constructivas, adopto un enfoque empático y objetivo. Comienzo reconociendo sus esfuerzos y logros, estableciendo un tono positivo. Luego, presento mis observaciones de manera clara y específica, centrándome en áreas de mejora con sugerencias concretas para el progreso. Mantengo un diálogo abierto, alentando la retroalimentación bidireccional y la colaboración para encontrar soluciones. Priorizo el respeto y la profesionalidad en todas las interacciones, asegurando que mis comentarios estén orientados hacia el crecimiento profesional y el éxito del equipo.

Delivering constructive criticism to colleagues involves a strategic approach. It's important to choose an appropriate time and setting, focusing on specific behaviors or actions while maintaining a positive tone. Encourage open dialogue and active listening, offering constructive suggestions for improvement and support. Lead by example by demonstrating a willingness to receive feedback yourself. Respect colleagues' boundaries and privacy throughout the process. By fostering a culture of constructive feedback, you contribute to professional growth, positive relationships, and team success.

It is also important to consider, the relative level of you and the person being criticized, are you their supervisor, their colleague or are they the supervisor. It does change the way the criticism should be given out and received. In my first week at one of my jobs I was given a quarterly report generated by one of the very experienced/respected data personnel, to look over to get a feel of what I would be creating. I unfortunately found an inconsistency in it. Two charts that as stated could not both be correct. I did not have access to the raw data or formulas and as such, could not be sure which of the two charts were in error. I sandwiched the criticism in asking for more information due to being confused.

Helping colleagues improve isn't always easy! When giving constructive feedback, focus on specific actions, not personalities. Offer actionable suggestions for growth and consider the "sandwich" method - start and end with positive points to create a supportive environment. This fosters a culture of learning and strengthens team dynamics!

In my opinion, it's good to plan our approach to get our message across. It's important to generate conditions so that our colleague is willing to hear, emotionally ready and open to receive our opinion. Because that's what feedback is, our (grounded) opinion, but opinion after all (we don't see things as they are, we see things as WE are, based on OUR standards). So I strongly recommend starting with their strengths and positive aspects, then talking about their specific behavior that might be affecting you or the team (provide examples); next, discuss the impact that this behavior is having on everyone else, ask if your colleague needs something and get them to agree to do something about it.

Spill the tea, not the negativity! Giving constructive criticism? Location matters! A private space, like a quick chat in a conference room, keeps things confidential and allows your colleague to be open. Public feedback is a recipe for defensiveness! Opt for a one-on-one to create a safe space for discussion and growth.

As a supervisor, I might approach the communication as per below sample message. "I wanted to talk about how we can make things even better around here. I have noticed a few ways we can improve, and I think your thoughts could really help. I think there is an opportunity for us to refine our project management approach. I have noticed a few deadlines slipping, and believe setting more realistic timelines and breaking tasks down could help us stay on track. I want to emphasize that I truly value your contributions to the team, and I believe that by addressing these areas together, we can improve our performance and achieve even greater success. I would like to hear your perspective and ideas for improvement."

Tame the blame game! When giving feedback, ditch accusatory language and focus on "I" statements. For example, "I felt confused when..." is better than "You never explained...". Specificity is key! Provide concrete examples to illustrate your points. Clear communication is the bridge to solutions, not dwelling on problems. Let's work together for improvement!

Feedback isn't a monologue! After giving constructive criticism, open the floor for your colleague's perspective. Ask questions, listen actively, and show you care about their thoughts. It's a team effort! By working together and understanding each other's viewpoints, you can find creative solutions and support one another's growth.

Lo que opino es que en ocasiones no es tan fácil encontrar el momento adecuado para realizar una crítica, y esto puede ser un reto. A menudo, las personas evaden el contacto directo, lo que hace necesario organizar una reunión específica, una tarea que no siempre es fácil. Sin embargo, es importante encontrar ese espacio para ofrecer retroalimentación constructiva. Programar una reunión dedicada asegura que ambas partes puedan enfocarse y abordar los puntos de manera efectiva, evitando malentendidos y promoviendo un ambiente de mejora continua.

The follow-up is the cherry on top of the constructive criticism sundae! Checking in with your colleague later shows you genuinely care about their development and creates a supportive environment. This open communication loop reinforces a culture of ongoing feedback and collaboration within the team. It's a win-win for everyone's professional growth!

Las conversaciones cruciales son, por definición, difíciles. Tanto, que muchas personas las rehúyen. A veces, nuestro interlocutor tiene una visión completamente diferente a la nuestra y las opiniones son tan divergentes que parece que no hay salida. Cuando nos enfrentamos a una opinión o idea que desafía nuestra cosmovisión, tenemos la tendencia a reafirmarnos en nuestras convicciones en lugar de abrirnos a esa nueva visión. Incluso hay un término para esta reacción tan humana: se denomina perseverancia de creencias. Esta rigidez provoca situaciones incómodas en las que nos cuesta mantener la calma, por lo que en vez de seguir argumentando, se suele pasar a la descalificación en lugar de tener comunicación con mensajes constructivos.