As a leader, at some point you will reach the point where you have to discuss criticism with your employees. To ensure that these discussions lead to a good result for both sides, it is important to express constructive criticism correctly and adhere to important rules. It is also important to be able to take criticism yourself and accept feedback from an employee or another manager in an appreciative manner.
The term "criticism" alone is associated with a kind of reprimand for misconduct. Criticism was practiced in childhood. For example, when homework was not done or pants had a hole in them again. This type of criticism was used to educate children at a young age. It was intended to provoke learning behavior because homework is important for further academic and professional development. It was also intended to raise awareness of how to handle one's own things more carefully. In a professional context, constructive criticism also primarily serves the purpose of further development. In order to achieve this goal, important rules must be observed. How to tell the difference between a reprimand or a personal attack and truly constructive feedback.
These are the most important rules for constructive criticism
Always keep in mind: criticism can only be constructive if it helps the other person. If you just want to vent your anger because a project didn't go well, then it's better to wait and see. Wait until you have calmed down. Never discuss criticism in emotionally charged situations. There is a great risk that the situation will escalate and a constructive solution for further development and improvement will be a long way off.
For a long time, the sandwich method for expressing constructive criticism was highly praised in management. This involves starting a criticism discussion with praise, followed by critical comments and ending the discussion with praise. This method can actually help very sensitive employees to avoid unsettling them and soften the criticism discussion somewhat.
On the other hand, the method is easy to see through. Praise that is only expressed in order to wrap a critical statement in absorbent cotton is not taken seriously. In addition, the recognition is devalued. Another disadvantage: the criticism is watered down by the praise and ultimately no longer achieves what it was intended to achieve. If the sandwich method is used too often, the team becomes conditioned. As soon as you say something nice, your counterpart is waiting for a catch. So the basic rule for constructive criticism remains: say exactly what you have to say - promptly and according to the rules mentioned.
If you give constructive criticism, you should be able to accept it yourself. To do this, you need a stable personality, a good self-assessment and the willingness to develop yourself further. The ability to accept criticism is based on the realization that the learning process in life is never complete. A good way to do this is to let criticism sink in, for example when it is expressed by email. Don't react out of anger and impulsively. Be honest with yourself: Is the criticism justified? Then it is a gift to you that you can use wonderfully for your further development.
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