Providing appropriate feedback, whether positive or constructive, is essential in professional situations. In fact, the absence of feedback in the wake of inappropriate behavior can have serious negative repercussions. Here are some strategies to help you provide effective constructive criticism.
Take Time to Prepare
When you encounter behavior that is problematic, take time to compose your thoughts before you intercede. You may even find it useful to write down those thoughts and read them back to yourself. This will help you remain positive and constructive even in the face of negative attitudes.
Be Proactive
Don’t wait until difficulties become intense before you provide constructive criticism. If you wait too long, you are more likely to lash out at the person instead of giving them the correction that will help them to grow.
Provide Details
Feedback that is too vague does little to change behaviors. Give as much detail as necessary so the person can understand precisely what they did wrong and how they can effect change.
Remain Unbiased
Watch out for subconscious bias when you are offering constructive criticism. People’s perceptions of issues do not always match, so try to consider situations from the other person’s point of view. This will prevent intimidation due to gender, race, or position in the company.
Invite Response
When you are offering feedback to someone, make sure that the exchange is not all one-sided. Have a discussion rather than a monologue. This will help you understand any stressors that might have provoked the problematic behavior.
Evaluate Changes
At an appropriate time after you have provided constructive criticism to someone, evaluate their behavior to find out if it has changed. If it has, thank them for making the effort to improve. If it has not, you may have to follow up on your initial feedback.
Determine the Appropriate Time
It is imperative that you should offer feedback under the appropriate circumstances. Ideally, first, you have established a foundation of trust with the employee. You should arrange a one-on-one meeting soon after the errant behavior has taken place.
