Feedback can feel like a necessary evil at work, right? We often dread giving or receiving it. But what if we saw it as a chance to grow, not a hurdle? In this blog, we will explore practical techniques for giving and receiving comments as constructive criticism, helping create a culture of continuous improvement in our professional lives.
Why Feedback Matters
According to the University of Sussex, feedback is essential for personal and professional growth. It offers valuable insights into how others perceive our actions, helping us recognise our strengths and areas for improvement. When given effectively, evaluation can boost performance, enhance engagement, and create a collaborative environment. Therefore, the way we communicate feedback is crucial to how it’s received.
5 Tips for Giving Constructive Criticism
1. Be Specific and Actionable
Avoid vague advice like “You need to do better.” Instead, be specific: “The last report missed the deadline. Let’s find ways to better manage your time on this project.” Specific explanation helps the recipient know exactly what to improve and why.
2. Use the “Sandwich” Method
Ease criticism with this technique: start with praise, give constructive comment, and end on a positive note. For example, “Your presentation was great, but try slowing down to help your audience absorb the key points. I appreciate the effort you put in.”
3. Focus on Behaviour, Not the Person
Separate the action from the individual. Instead of “You’re always disorganised,” say, “Several deadlines were missed this month. Let’s work on a system to stay organised.” This avoids defensiveness and keeps the conversation productive.
4. Encourage Two-way Dialogue
Feedback should be a conversation. Ask for the recipient’s input: “What challenges did you face?” or “How can we improve this?” It creates context and empowers them to take ownership of their growth.
5. Choose the Right Moment
Timing matters. Give feedback soon after the event, while it’s fresh. Avoid stressful or emotional situations that can cloud the conversation.
5 Techniques for receiving comments
1. Practice Active Listening
Focus on listening without interrupting or defending yourself. Nod and maintain eye contact to show engagement, creating a respectful atmosphere for open dialogue.
2. Ask Clarifying Questions
If something isn’t clear, ask questions like “Can you give me an example?” This helps you understand the picture better and how to act on it.
3. Manage Your Emotions
Feeling defensive is natural but take a breath and see other’s comment as a tool for growth, not a personal attack.
4. Reflect and Assess
Take time to reflect on your performance. Consider its value, and how you can apply it, plus write down your thoughts to create a plan of action.
5. Follow Up
After making changes, follow up with the person who gave the feedback. Let them know what you’ve implemented and ask for further input to show your commitment to improvement.
Creating a Culture of Feedback
For an effective assessment, organisations need to foster a culture that values open communication. Leaders should model constructive methodology and encourage their teams to do the same. Regular check-ins and training can also help make this a normal part of the workflow.
You can find out more about The Right Time to Ask for Feedback.
Conclusion
Rethinking feedback turns it into a life skill. By mastering constructive criticism, we improve performance and foster collaboration. At ABL Recruitment, we believe evaluation is not only a key to personal growth but also to building strong teams. Open communication and continuous improvement help our candidates and clients reach their potential. Remember, this is an ongoing process that leads to success.
See you again at our next blog!
