doing all things to push out the best in you. This feeling of being a critic is normal; this is okay; this is nice. However, it becomes extreme when you are not kind to yourself. After working so much, you don't have to give yourself wicked criticism. The truth about unconstructive criticism is that it finds a way into your mind, makes you feel less than worthy, saps you of your creative juices, and then leaves you depressed and empty. You see yourself projecting a lot of negative vibes, always. Instead of being that crude, rude person to yourself, be kind to yourself. Instead of saying, “This work is useless,” say, “I have done beautifully, but I can find ways to improve my work.” Then go for it.
Life at the end is a learning process; no one is that perfect in life. Sometimes the problem is not knowing how to give criticism. The next subtopic will cover tips that will help you give credit, primarily as a leader.
How to Give Criticism as A Leader.
Criticism is feared and hated by a lot of people. No one wants to receive criticism. I mean, who wants to be called by their boss and told they didn't do a job well? Accepting criticism is hard and embarrassing. However, some leaders and top managers also say that giving criticism is hard for them as well. Blame cannot be taken from any job. Criticism is also necessary for the growth of any responsibility or description.
When you criticize the right way, it could increase the capacity and be very useful for your organization and team task. The following tips will help and give you positive results when it comes to constructive criticism as a leader.
Keep the Word Constructive at Mind.
When giving constructive criticism, keep the word, “constructive” highlighted in the back of your mind. Constructive criticism should be constructed. This statement means that you should plan and build what you have to say.
Constructive criticism at work isn't all about showing meaningless power. It is about pushing your employees to maximize their fullest potential. When you combat criticism constructively, it will help to elevate the performance of the individuals, which is good for the company.
In a nutshell, always endeavor to make your criticism clear, concise, and – most importantly, constructive.
Keep It Private.
Being singled out in a group isn't lovely. Nobody wants that, including you. If you're going to give criticism to an individual, there is no need to do it around other people. When you do it amongst others, you may leave the individual feeling embarrassed and depressed. Depression could further reduce the input and performance of the individual. Unless it is a team criticism, do it privately.
Once you embarrass the individual; they may begin to develop strong resentments towards you.
If your office is an open space in which everyone can hear the conversation, you can opt for another private location, like a restaurant or the park. Whatever you want to do, ensure your meeting is productive, and your criticism is constructive.
Start with the Positive.
Essentially, constructive criticism is feedback. At least there must be some definite thing about this individual or team. It can't be all bad from day one. Look for the positive side and commend it. This would help to ease the tension and smoothly transition to the constructive criticism.
Positive feedback would make your employee less defensive and then open their minds to your suggestions and opinions. It would make them motivated to act on your input because they don't feel attacked.
Never Compare Your Employees to Others.
The easiest way to make your employee feel attacked is by comparing them. Nobody wants that. Never make a statement like, “Why aren't you as effective as Mr. A?” With such a statement, you have destroyed the person's confidence. You may begin to be side-eyed for favoritism or having some personal agenda. Instead of having employees who are working for the good of the company, they are working and competing against each other. You don't want rivalry in your company. You want a team. You should do all you have in your power to build a group, rather than create competitors. Do not compare your employees. They all have different potentials and are unique in their own ways.
Never Get Personal.
Don't allow your ego and emotion to get in the way of your feedback. Even if their attitude irritates you, be professional and keep your cool. Little things like being able to shove your emotions in your pockets and not let things overwhelm you is what makes you a great leader.
Always have the purpose of the meeting at the back of your mind.
Never let your feelings overshadow or get in the way of that. Your goal for every constructive criticism session is to build the performance, confidence, and effectiveness of your employee towards work. So be civil with your criticism. Even though you have been fighting with the person, do not attack the person or bring your issues to the criticism session.
Avoid vile statements. Instead of making comments such as, “You gave a terrible presentation,” Say things like “The presentation would have been better if…” Always try to provide solutions instead of attacks.
Do not make assumptions. Talk about what you already know. Take on the issues one by one. Bombarding your employee with so many problems at a time could make them feel attacked. Also, make realistic demands. Look for ways to help them to maximize their potential. Find ways to always provide solutions.
Do not come off as confrontational. Let your posture, body language, and tone be relaxed. Forget about all the problems and look for a way to move forward. Find a solution.
Allow Your Employees to Talk and Contribute. Make It A Conversation.
Make it a conversation. Constructive criticism is useful when you make it a dialogue. You always must hear what your employee has to say. Also give them an opportunity to explain their side of the story. It would also make them feel warm. Ask them how they think or feel. Let them express their grievance and give their own opinions, too.
Provide A Realistic Plan That You Can Work with And Put to Action.
The main aim of constructive criticism is to maximize your employee’s performance and potentials. So, the dialogue with your employee should end with coming up with a solution to move forward. After the meeting, follow up to ensure there is progress. Also, always learn to show gratitude.
For constructive criticism to work, it should be a collaborative process. Give your employees enough time to put your work into action. Also, be easily accessible for receiving feedback from them, even in cases where they would have questions, complaints, and concerns. Your genuine support would go a long way to make your employees be committed and bring out the best in them. If you can pull a first-time constructive criticism off, your employees (as well as yourself) wouldn't feel as tense about taking or giving constructive criticism.
Advantages of Constructive Criticism.
Personal development
Stronger relationship
Fully maximized potential
Strong organizational growth
Concise and clarified expectations
19. Visualize a Successful Outcome.
Negative cognition can go a long way to ruining your outcome at work. Visualizing