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Let’s face it, it can be hard to give or receive criticism no matter how it is delivered. But getting comfortable with offering and receiving practical, constructive criticism is fundamental to our professional development.
When presented correctly, feedback can be a helpful tool for leaders and peers to help each other deliver better results, find motivation, and strengthen relationships.
So how can you learn to take criticism well and get better at delivering it to others?
In this article, we'll discuss the art of constructive criticism. We’ll break down what it is, how it compares to destructive criticism, practical strategies to give constructive criticism and receive it well, and what to avoid in both cases.
What is constructive criticism?
Constructive criticism is a feedback method that offers specific, actionable recommendations for change and improvement. Good constructive feedback facilitates positive outcomes and creates a positive working environment. It also provides a safe space where a person feels secure enough to ask questions, seek help, raise concerns, and share ideas.
Constructive criticism vs. destructive criticism: what’s the difference?
The big difference between constructive and destructive criticism lies in how the comments are delivered.
While constructive criticism focuses on building up the other person, destructive criticism focuses on the negative. Destructive feedback can be vague and often lacks guidance or support.
Constructive criticism
Constructive criticism is clear, direct, honest, and actionable. It provides specific examples and actionable suggestions for positive change. This type of feedback also highlights ways the recipient can make positive improvements in their behavior to minimize future problems.
Deconstructive criticism
Destructive criticism, on the other hand, focuses on the negative aspects of the problem. It might even involve targeting the person's character or personality instead of focusing on the issue at hand. This kind of feedback offers no encouragement, help, or support for improvement. Despite the deliverer’s intentions, it often lowers morale and reduces confidence.
Benefits of constructive criticism
Unlike deconstructive or negative criticism, constructive criticism builds trust and provides an opportunity for both parties to grow. Two key elements of constructive criticism’s success are context and actionable advice.
This kind of feedback gives the recipient context around their areas of improvement, which is crucial for understanding why the feedback is being offered.
Supporting the additional context with actionable steps and suggestions for how to improve build trust between both parties. This combination also opens the door to conversation, enhances collaboration, and supports professional development.
The role of empathy and constructive criticism
But there is more to effective negative feedback than expressing a negative idea in a positive light. The key to success is to make your feedback sound encouraging and to keep the other person’s perspective in mind.
By remaining empathetic to their circumstances, you’ll have an easier time delivering critical feedback in a beneficial and constructive way.
Best practices for giving and receiving feedback
Understanding strategies for both giving and receiving feedback helps make criticism more constructive and supportive. Here are some practical tips to enhance the feedback process:
- Focus on observable behavior: When giving feedback, direct your comments toward specific actions or behaviors rather than personality. Focusing on behavior helps ensure that the feedback feels objective and actionable.
- Encourage openness and appreciation: Receiving feedback effectively involves an open attitude. Acknowledge the effort put into the feedback and show appreciation for constructive insights, as this reinforces a positive feedback culture.
- Stay intentional with your approach: Giving feedback with intention means planning how and when to share your thoughts. Thoughtful timing and a calm setting can make feedback more impactful and less likely to put the recipient on the defensive.
- Create a dialogue: Encourage a two-way conversation to ensure clarity. Asking the recipient to share their perspective can help refine the feedback and foster mutual understanding.
- Ask for follow-up if needed: Constructive feedback often requires follow-up to see positive change over time. Make time for a second check-in to discuss progress and any additional guidance needed.
How to give constructive criticism
1. Offer a "feedback sandwich"
This popular method of giving constructive criticism is often used in Toastmasters and the corporate environment.
The “feedback sandwich” got its name because of its structure. You wedge your criticism between an opening and an ending (like a burger wedged between two buns) using the PIP analogy, which stands for Positive-Improvement-Positive.
With PIP, you can break down your feedback into three segments.
Example:
“I liked the depth of content you covered in your presentation. However, you can improve the design and color palette of your slides. The ones you used were a bit hard to process and didn’t do justice to your content.
Having said that, I really like the overall flow and feel of it. With a few tweaks in the areas I’ve mentioned, I think you have a winner. Please reach out to the design team for some tips, and they will help you take things to the next level. I’m excited to see the end product!”
Segment 1: Open with positive feedback
Start by focusing on the recipient’s strengths and highlight what you liked, appreciated, or found to be effective.
Example: “I liked the depth of content you covered in your presentation.”
Segment 2: Sandwich the area of improvement in the middle
Provide the criticism by focusing on what they need to improve on.
Example: “However you can improve the design and color palette of your slides. The ones you used were a bit hard to process and didn’t do justice to your content.”
Segment 3: End on a positive note
Finally, round off the feedback with an encouraging comment that reiterates the positive statement you made at the start. Also, highlight the positive results they can expect if they accept your critique as it helps build trust and confidence.
Example: “Having said that, I really like the overall flow and feel of it. With a few tweaks in the areas I’ve mentioned, I think you have a winner. Please reach out to the design team for some tips, and they will help you take things to the next level. I’m excited to see the end product!”
2. Lead with honesty, offering transparency and context for the feedback.
According to Adam Grant, feedback sandwiches may not always work. To help increase the effectiveness of your feedback, preface it by letting the other person know that you're offering this feedback because you care and believe they can do better. Grant offers this quote:
Example: “I’m giving you these comments because I have very high expectations and I know that you can reach them.”
3. Be specific with your feedback
The more specific and detailed your feedback is, the more actionable it will be. Do not make vague, blanket statements. Instead, list out, in detail, any objections you may have or behavior changes you would like them to implement. This step makes it easier for the other person to address and change things.
Here is an example of vague vs. specific feedback:
- Vague Criticism: “Hi Julie, I wish you would start writing some articles on marketing.”
- Specific criticism: “Hi Julie, I would love for you to write a marketing article this quarter on how to identify and communicate with your target audience. Please let me know what a realistic timeline might look like for you, and if you need any further suggestions or support.”
The vague comment is very broad and confusing because marketing is a very general topic. In contrast, the specific comment provides clarity and makes the task more actionable because it is so precise.
Using this approach provides clarity to employees and peers. The better they understand the request, the less uncertain or anxious they will feel about the job and how they should complete it.
4. Give recommendations for ways to improve
The main reason for giving feedback is to help the person improve. Remember, good feedback is a gift!
Giving recommendations on what the person can do to improve has a range of benefits, including the following:
- A better understanding of you and your expectations
- The ability to align on expectations
- It provides a powerful call to action, giving the receiver a plan of action
It will also help them act on what you have discussed rather than procrastinate.
Example:
- Weak recommendation: “The presentation is too long. Make it shorter.”
- Strong recommendation: “The presentation can easily be reduced from 30 minutes to 20 minutes if you limit one example to each point. This will make it more concise and impactful. At the moment, you have two to three examples per point which detracts from the main message.”
The first recommendation is not very helpful because it lacks clarity and specificity. The second example is more useful because it is very specific and demonstrates your point of view to the person by explaining your rationale and offering an actionable suggestion.
5. Avoid making assumptions
Give recommendations only when you know the facts about that specific topic or person. Avoid any temptation to jump to conclusions and observe instead.
Wrong assumptions can come across as personal attacks, and they can cause distress in the workplace.
Example:
- Criticism/observation: “The presenter was a bit hesitant, and the session didn’t really flow.”
- Assumption: “The presenter doesn’t have any workshop experience.”
This assumption is not necessarily true. Even experienced presenters can be nervous when facilitating workshops, especially when presenting in a new environment and to a new audience.
Assuming that someone is inexperienced just because they appear slightly hesitant can hurt morale and reduce psychological security in the workplace.
It is also counter-productive as the feedback recipient would likely discount any criticism that followed even if it was accurate.
12 tips for giving constructive feedback
The art of giving constructive criticism is a skill that requires practice and empathy. Here are 12 guidelines you can use to foster a culture of growth, improvement, and mutual respect, when giving constructive feedback.
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Focus on behavior, not the person
Focus on observable actions or behaviors rather than identity, personality, or motivations. This helps to separate the feedback from personal judgments. -
Consider giving real-time criticism
Feedback is more effective when given promptly and while the events are still fresh in everyone’s minds. You don’t always have to wait for your next one-on-one meeting or 360-review cycle.
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Keep timing in mind
If you or the recipient are coming out of a heated discussion, for instance, wait until the dust settles to keep the conversation constructive.
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Be mindful of emotions
It is beneficial to give feedback when the other person is ready to hear it. Avoid offering feedback when the person is emotionally heightened, drained, or otherwise unable to hear potentially unpleasant news. -
Avoid workplace gossip
Workplace gossip is detrimental to everyone. It erodes trust at all levels. Keep all feedback between yourself and the recipient respectful and confidential, and ensure that they are the first to know. -
Use the “l” language technique (I think, I suggest, etc.)
This tactic of using "I" statements instead of "you" statements helps the feedback recipient understand that the criticism is about the situation and not about them as a person. It also confirms your point of view and lets the recipient know how you see the situation. -
Remain objective
Focus on objective points rather than subjective opinions. Rather than saying, “I don’t like it,” state the specific things you do not like (e.g., the purple lettering on a yellow background made my eyes hurt). -
Keep communication clear
Break your feedback down into key points or themes for better clarity before sharing it point by point. Refrain from giving your feedback in one big chunk as this could be overwhelming and hard to follow. -
Give specific examples for each feedback point
Point out one or two exact situations where the person has displayed the behaviors you want them to change. This helps to (a) illustrate what you mean and (b) raise the person’s awareness of behavioral patterns that they may not realize. After all, we all have blind spots. -
Offer actionable solutions
Alongside identifying areas for improvement, suggest practical steps or strategies that can help the recipient address the concerns effectively. If relevant and appropriate, you may add what helped you overcome a similar challenge. -
Maintain a constructive tone
Use language that is respectful, supportive, and non-confrontational. Frame your feedback in a positive light, emphasizing growth and development. If the person seems to get defensive, it may be appropriate to validate their emotions (e.g., "I can sense your frustration" or "I can see this may be difficult to hear"), but maintain your composure, stick to the facts, and remain respectful. -
Leave space for questions
Giving constructive criticism can make both parties uncomfortable. Comments can be misunderstood or misinterpreted. Be sure to leave time and space for questions to ensure everyone is on the same page and has time to process a potentially sensitive situation.
What to avoid when giving constructive criticism
Now that we know some strategies to give constructive feedback, here are things to avoid.
- Avoid personal attacks: Keep your feedback focused on actions, not the person. Refrain from using derogatory language or making disparaging remarks.
- Don't make assumptions: Base your feedback on observable facts and specific examples rather than assumptions or generalizations. This ensures your criticism remains grounded and fair.
- Avoid overwhelming with feedback: Focus on a few key areas for improvement to prevent the recipient from feeling overwhelmed or discouraged.
- Don't withhold praise: If there are positive aspects of the individual's performance, acknowledge and appreciate them. Balancing constructive criticism with genuine praise creates a more supportive environment.
Types of Constructive Criticism
Constructive criticism can be tailored to fit different scenarios and personalities, ensuring feedback is both actionable and supportive. Here are some types to consider when aiming to give feedback effectively:
- Behavioral feedback
This type of feedback focuses on specific behaviors rather than personal attributes. By directing criticism at actions, such as timeliness or communication style, you help the recipient see how their behavior affects others or project outcomes. For instance, saying, “I noticed you were late to several meetings this month; is there a way I can help you be more prepared?” is both constructive and behavior-focused. - Skill-based feedback
Skill-based constructive criticism targets specific skills that need improvement, such as presentation abilities or technical expertise. When delivering skill-based feedback, it’s essential to be specific and positive, offering clear examples and practical steps for improvement. This feedback encourages professional growth and fosters positive change. - Intent-focused feedback
Sometimes, misunderstanding a person’s intentions can lead to ineffective criticism. Intent-focused feedback acknowledges the person’s good intentions while clarifying how the impact could be improved. For example, saying, “I appreciate your enthusiasm, but shifting focus can sometimes make the team feel scattered. Can we align on one main goal per project?” helps keep the conversation productive and reinforces positive intentions. - Developmental feedback
Developmental feedback addresses long-term growth by identifying areas for improvement that align with career aspirations or team objectives. This type encourages individuals to view feedback as an opportunity for improvement and motivates them to strive for positive change. An example could be, “To help you grow as a manager, let’s work on developing a stronger listening approach during team meetings.” - Collaborative feedback
Collaborative feedback involves both the giver and receiver in a conversation, turning criticism into a dialogue rather than a one-sided exchange. This can lead to mutual understanding and constructive brainstorming. Starting a conversation with “What are your thoughts on this?” or “Let’s discuss ways to improve the workflow” helps the recipient feel engaged and motivated.
How to receive constructive criticism
When the tables turn, and you’re the one on the receiving end of criticism, how do you cope with the situation?
Do you know how to accept feedback with grace and avoid becoming defensive?
Receiving criticism from a co-worker, a colleague, someone you don't fully trust (or even someone you do) can be challenging. However, it is helpful to remember that accurate and constructive feedback can also come from flawed sources.
Here is a 7-step process on how to receive criticism with tact and grace:
1. Count to ten in your head and focus on your breath to maintain a calm demeanor.
2. Remember the benefits of getting feedback and try to understand the motivation and perception of your criticizer.
3. Be a good listener. Listen closely and focus on understanding the other person’s comments and perspective.
4. Say thank you. You don’t have to agree with the feedback, but expressing gratitude demonstrates that you recognize the efforts of your colleagues who are working towards your improvement.
5. Take time for reflection. Allow yourself time to process the feedback and consider how you can apply it to improve your performance. Reflecting on the feedback fosters self-awareness and facilitates growth.
6. Ask clarifying questions to deconstruct the feedback and share your perspective. Get more clarity by asking for specific examples, acknowledging the non-disputable part of the feedback, and asking for concrete solutions.
7. Request time to follow up. If it’s a more significant issue, ask for a follow-up meeting to ask more questions, brainstorm together, and agree on next steps.
This pause will also give you time to process the feedback, seek advice from others and think about solutions. To make the most of the gift that is feedback, you may choose to articulate what you will do in the future and thank the person again for the feedback.
5 things to avoid when receiving constructive criticism
If you are on the receiving end of constructive criticism, don’t throw it away. Insight from a trusted, objective source about your work, management style, or how you’re showing up is priceless.
You want to keep it coming, and that means not reacting in a way that scares the giver off or makes them less willing to give you feedback in the future.
To keep the feedback flowing, avoid these 5 reactions:
1. Do not react with defensiveness and anger
2. Do not attack the person giving the feedback
3. Do not interrupt or talk over the person when they are giving the feedback
4. Avoid analyzing or questioning the person’s assessment initially
5. Avoid engaging in a debate or a combative response
Emphasize the Importance of Feedback Culture
Establishing a strong feedback culture encourages open communication and continuous improvement. By creating an environment where colleagues feel comfortable offering and receiving constructive feedback, workplaces can foster positive change and build trust among team members.
Remember, it’s not easy to give or receive feedback, but utilizing the tools in this article can enhance your ability to make the most of the feedback experience.
If you’re looking for more support, get in touch to see how a BetterUp Coach can help you find your voice, enhance your ability to deliver feedback effectively, and manage your responses when receiving constructive feedback.
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BetterUp Digital’s AI Coaching delivers science-backed guidance to improve your communication, build stronger connections, and express yourself with confidence.
