Constructive Feedback

Creating a workplace where everyone is happy to work is not easy. Many offices hire teams from outside to train employees to learn ways on how to give Constructive Feedback. Feedback is not always welcomed, but others might consider it negative for them even if you accept. It often involves various emotions, which can make matters delicate. But once management learns effective ways to handle and deliver constructive criticism, any employee can learn from their mistakes and benefit from them.  

In our latest session on ways to give Constructive Criticism, we have focused on all crucial agendas like:   

• Understand when all the feedback should take place. 

• Learn how to prepare and plan to give constructive criticism.  

• Evaluate the appropriate atmosphere in which it should take place  

• list down the proper steps to be taken during the employee session. 

• Know how emotions and actions can negatively impact the effects of this session. 

• learn the importance of setting goals and the method used to set them.  

• Uncover the best techniques for following up with the employee after the session  

Three Magic mantras for success on this agenda :  

  1. Practice Your Tone :   

The way of your speaking is called your tone. If your tone is hard, it could hurt the employee, and he/she could be least interested in your feedback and could take this entire process as negative. On the other hand, if communication is too light and peaceful, the employee may interpret the action plan as friendly advice and not take the needed action for improvement seriously.  

  1. Create an Action Plan  

Once you have addressed the concern, you can create an action plan on how to give feedback for improvement and help the team focus on goals the employee can achieve to correct the problem if they accept and act on your feedback. It’s then your responsibility to reward them either by words or by mailer communication. It helps them gain confidence again.   

  1. Keep Written Records:   

Written documented records are often important when delivering constructive criticism to anyone. Written records will help track the behavior or any actions that need to be corrected and document the actions that will be taken to correct the situation. Document employee behavior and reactions to keep in employee files and add to the action plan. The action plan can be a form of documentation once it has been written and added to the employee’s and manager’s work files.   

Any job is easy until you have not performed it. Constructive Criticism is not an easy one to implement in a team.   

“Criticism is not agreeable, but it is necessary. It is the same function as pain in the human body. It is called attention to an unhealthy state of mind.” 


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