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How to criticize constructively

The Merriam Webster Dictionary describes “criticism” as “a negative statement or comment, generally unfavourably the act of criticizing.” Did you ever have an experience where anyone told you how overweight you instantly became? Or even your manager reflected on how poor your role turned out to be? Perhaps you have learned from other people how people see you as a proud and unapproachable type?

It’s hurting.
Believe it or not, certain persons can be so undiplomatic that they are not even conscious that when they damage others’ feelings, the receiving parties, particularly the vulnerable people, may be insulted by their statements, which will inevitably contribute to disagreements and disputes.
Your key thoughts may be to help them hold their lifestyle or wellbeing in order, but instead of getting offended by your direct remarks or remarks, will they know your good intentions?
Maybe they may think you’re impolite. But what would you do if you have to profess truthful critique, but risk harming others’ feelings?

Here’s the key now.
What you have to do is sandwich between two constructive comments with your critical statement.
For starters, Bassey, your best friend, is going on his very first date. He’s all ready and willing to get moving. You realize that Bassey has little fashion sense whatsoever. He’s sporting old denim with a bland tee. How he hates to accept mistakes, you know very well. What should you do to save Bassey from an embarrassing first date?
Will you advise him directly that the suit he carries is appalling? It would cause his ego to hurt.
Then, put your point of view and suggestions into a nice and suave strategy. Anything you should say to him should be like:

Your shirt looks very good, Bassey, and I believe Becky (his date) would be even more pleased because this is your very first date if you decided to wear anything like the outfit you wore on my birthday. When you put on clothing such as that, you seem irresistible.

Create another optimistic declaration afterwards. There’s something you might tell like:
You’re going to leave a huge impact on Becky. Over your good look and cheery attitude, she will drop heads over heels. Have a wonderful time, Bassey, on your date.
Do you believe that Bassey will be insulted by a sweet remark like that? Among a multitude of appropriate and ego-boosting statements, you have wittingly added mildly derogatory reviews.

People usually enjoy compliments; they imagine they’ve got the calibre. They like other entities to magnify the talents they consider they have. People want to hear others speak of their greatness and their qualities, and if others know about it, they’ll be very happy.
So if you’re going to judge someone, remember first to compliment him or her. It’s going to leave a good feeling that you are a pretty person. And, but in a nice and non-offensive way, state what you have to state. To set a tempo for friendship, finalize with another optimistic comment.

Posted March 29, 2017 | Business

How to criticize constructively

Constructive criticism in the workplace can help employees understand what they are doing well and what they need help with. Benefits include professional development, clarified expectations, stronger working relationships and overall organizational growth.

Workers understand the value of constructive criticism — and they even prefer it to praise and congratulatory comments. By a three to one margin, respondents in a Harvard Business Review study believe that constructive criticism does more to improve their performance than positive feedback. More respondents (57 percent) prefer receiving constructive criticism over positive feedback (43 percent).

Despite the benefits of and desire to receive constructive criticism in the workplace, the study revealed that managers and leaders strongly dislike giving this type of feedback. The following tips can make this process as simple and effective as possible.

7 Tips for Giving Constructive Criticism

Avoid Surprises

A meeting without notice can cause employees to feel intimidated and catch them off-guard when you provide feedback. Schedule a meeting and explain what you want to talk about. This will give the employee some notice and time to prepare.

Keep It Private

Don’t provide individual feedback in a group setting. Giving constructive criticism in the workplace should be done privately, so that the employee doesn’t feel singled out and you have the time to work through the feedback. Public and rushed displays of feedback blur the line and can lead to destructive criticism.

Be Specific

Clear and specific feedback is critical. Get to the point quickly to avoid confusing the employee. Illustrate problematic behaviors and actions so the employee has a good idea of what you are bringing up.

Don’t Make It Personal

“Focus on actions, not the person,” Charlie Harary says in Entrepreneur. You should be focusing on what the employee is doing and how to improve, not the employee’s personality. For instance, there is a difference between calling an employee disorganized and pointing out how the employee isn’t as structured as needed. The former makes an assumption about the person.

Don’t Forget the Positive

When it is relevant to your feedback, you should include positive aspects of the employee’s performance. By highlighting an employee’s strengths, you can help the worker understand what he or she is doing well while pointing out areas of improvement. All of this forms a cohesive unit of feedback for a specific topic.

Beware of including positive feedback for the sake of keeping things positive. Positive feedback can help the employee become more receptive to constructive criticism, but it should not be the reason why you offer compliments and praise. It’s similar to the rationale behind avoiding the “compliment sandwich” — or sandwiching negative feedback between two pieces of positive feedback. These strategies are an insincere way of discussing feedback with an employee.

Provide Ideas for Improvement

Provide examples of the employee’s behavior and how the person could have handled the situation.

“When it comes to helping an employee improve his or her performance, explaining to the employee what he or she did wrong is only half of the equation,” according to the New York City Bar Association. “It is crucial for the manager to be prepared with concrete examples of how the employee could have handled past problems better, as well as solutions for how the employee can deal with similar situations in the future.”

Make It a Conversation

Giving constructive criticism in the workplace is an opportunity to coach and guide an employee. If an employee is going to understand what you have to say and how he or she can improve, it needs to be a dialogue. The employee should be able to explain his or her side of the story and ask questions about how to improve. Sometimes you’ll learn something that will help you tailor your feedback and advice to the employee.

Helping Employees Develop

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