When done correctly, constructive feedback is a valuable tool that leaders have in their quest to foster growth, both on an individual and company-wide level. Approaching feedback sessions with the goal of building stronger teams can skyrocket employee engagement, performance, and help all individuals align with your company's goals.
The issue is that many leaders struggle to deliver feedback in a manner that encourages their employees without casting blame, causing frustration, or stoking defensiveness; striking the right balance between encouragement and redirection is critical to motivating your team.
I think the struggle comes from a very personal place. Since childhood, many of us were primed to assume all constructive criticism comes from a place of harsh judgment, or that feedback is a sign that we are not on the correct path. Perhaps it has its roots in a culture where we are fixated on achievement and flawlessness.
It's not enough to just be excellent, you have to be perfect, unflappable, and succeed the first time you try something. If you don't excel immediately, find something else to put your effort towards.
Now we all know that this isn't true, but many of us -- myself included -- are tasked with undoing the psychological effects of growing up in a negative feedback culture and learning how to have honest conversations about performance that are able to uplift, rather than tear down. Even the most well-meaning and empathic leader can, at times, come across as overly critical without intending to while giving feedback.
And that's why I aim to break down those limiting ideas about constructive feedback in today's blog post. Let's explore the importance of constructive feedback, its purpose, how it differs from destructive criticism, and practical steps for delivering feedback that rings true yet inspiring.
What is Constructive Feedback?
Definition and Purpose of Constructive Feedback
Constructive feedback in its most basic form is a supportive way to improve areas of opportunity for an individual, team, relationship, or environment. It's about offering actionable feedback that helps individuals learn from mistakes and better prepare for the future. A mix of both positive feedback and negative feedback, it usually involves a productive conversation that includes pointing out successes and expressing approval, while also providing feedback that emphasizes desired changes, preferably given with a positive tone.
For example, you may approach a feedback session by beginning with the positives (aka, positive feedback) and communicating that you recognize your employee's success and effort, then focusing on their areas for improvement (aka, negative feedback), and then going over a brief action plan that builds from their achievements and sets them up for continuous improvement in weaker areas. It should always end with a sentiment of problem solving and a hope for a positive outcome.
In essence, it’s a combination of constructive criticism paired with coaching skills -- no easy task, but constructive feedback that inspires is essential for personal and professional growth.
Importantly, constructive feedback should be performance and goal-focused, not person-focused. This is to say that personal comments on an individual ("You could be more motivated.") are unhelpful and detrimental to morale, as opposed to comments focused on performance and solutions ("I think the amount of time spent on this project is excessive when you've completed similar work in the past in a timelier manner, let's figure out a solution.") Giving constructive feedback is more of an art than a science, but this is one aspect I believe should be consistent, which is why I want to talk a little bit about constructive criticism's dark side: destructive criticism.
Constructive Feedback vs. Destructive Criticism
Destructive criticism is feedback that is intended as a personal attack, formatted to harm someone’s self-esteem, sometimes public, not specific or actionable, and hypercritical or needlessly nit-picky. It serves no other purpose than to tear down an individual for a mistake or shortcoming without offering a solution or action plan.
Destructive criticism can take a few forms, but most commonly appear as:
Bullying: A team member consistently gives destructive criticism on a habitual level, leading to a toxic work environment that impacts the entire unit. Bullies can be supervisors, subordinates, or clients.
Unintentional: Something all of us are guilty of from time to time is making a comment or expressing a thought that results in hurt feelings without meaning to. Something innocuous to one can be damaging to another, which is why being tactful, professional, and working on our emotional intelligence is important to maintaining a healthy workplace dynamic.
Emotional: No one is perfect, and sometimes our passion for the work can translate into how we react to mistakes made by others. Speaking out of momentary anger or frustration is more often than not a bad idea, and in the heat of the moment, leaders sometimes say things that they do not mean to say, or signal their ire through body language they do not notice.
It is important to remain calm even when frustrated, and to apologize when we recognize that we have lost our cool. Showing empathy and being honest about a momentary loss of control actually humanizes a leader to their subordinates, and paves the way to forgiveness and repair.
No matter how dire the circumstances, attacking an individual needlessly does nothing to improve a situation and can lead to lasting harm.
Benefits of Constructive Feedback
Why Constructive Feedback Matters
Constructive feedback can help both the giver and receiver grow personally and professionally, mutually benefiting all parties if done tactfully, respectfully, and specifically.
How a leader handles difficult conversations in their professional relationships speaks volumes of their capabilities, and giving specific feedback and constructive criticism are a few of many leadership skills that must be mastered.
Constructive feedback drives growth because it:
Identifies areas for development: Constructive feedback puts the spotlight on an employee's blind spots, assisting them in recognizing where they can improve. As the old saying goes, "I don't know what I don't know," and expecting someone to simply know why and how they need to adjust their approach is unreasonable.
Without feedback given in a timely manner using specific examples, employees remain unaware.
Encourages personal and professional growth: Well-delivered constructive feedback helps create an opportunity for both personal and professional development. It provides a foundation for how to move from current performance levels to a higher standard or desired outcome, fostering a growth mindset.
When delivered properly, constructive feedback signals to your team that you take a personal interest in their success, and that they are valued member of the team that can achieve more.
Develops trust and respect: When we give constructive feedback with care and tact, we build trust among our employees. Supportive and non-judgmental feedback helps employees feel appreciated and that you are coming from a place of support.
You believe that they can succeed, and your suggestions for improvement are part of a larger picture that sees them growing with your company.
Improves team and organizational relationships: Productive feedback and constructive criticism inspire better cohesion among team members and a culture of continuous career development.
When leaders hold frequent and productive feedback sessions, the entire team becomes more agile and adaptable. This can be something as simple and giving feedback during morning meetings, or end-of-week reviews of what worked and what needs improvement for the coming week ahead.
Giving Constructive Feedback
Best Practices for Delivering Constructive Criticism
Giving constructive criticism that can drive growth, again, is not an exact science, but there a few actionable steps you can take to start getting comfortable with holding a meaningful feedback session that leads to positive outcomes. You'll also find a few constructive feedback examples:
Be clear and direct (without being brutally honest): Make an effort to avoid vague statements that dance around the issue at hand. Being vague helps us feel comfortable in the moment, but it does nothing to help your employees adjust their performance.
- Instead of: "Your lack of engagement is concerning."
- Try: "In our last few team meetings, I've noticed that you're not as vocal during discussions. I'd love to hear more of your input going forward."
Provide specific examples: Avoid personal attacks of general feedback on an employee's work. Instead, take the time to focus on specific examples, both of things that they do well, and things that they could use improvement on. This approach serves to empower and not belittle team members, helping them remember that they are capable and can improve.
- Instead of: "You need to pay attention to detail better."
- Try: "I feel that on our last project, the work lacks your usual attention to detail that I've come to rely on. Please feel free to let me know if you need more support on certain projects, because I know the quality of your work is usually excellent."
Make the feedback session solution-oriented: Effective feedback always makes the path towards solutions clear, so instead of simply pointing out problems and magically wishing them to be fixed, identify the issue using a positive tone and work with the individual to brainstorm solutions or offer support.
- Instead of: "I'm concerned about your time management skills."
- Try: "I feel like the last project was rushed to meet the deadline. It might help if we work out a better timekeeping system to break down steps on more complicated projects. What do you think?"
Follow up and offer support: After giving feedback, make sure to follow up and offer ongoing support for your employees, leaving the conversation on a positive note. This tells your team members that you're committed to their development and that you are capable of helping them improve.
- Instead of: "Let me know how it goes."
- Try: "Let's check in next week to see how things are going. I'm here to help."
Constructive Feedback Examples
Giving constructive criticism can be useful in a variety of situations, but situations where you might feel compelled to offer suggestions for improvement include:
An employee speaks over others and interrupts in team meetings.
- Feedback: "I appreciate your passion for this project, but have noticed that at times, others are not able to voice their own creative ideas. If you have detailed thoughts on a project, I'd prefer they be voiced afterwards or in a separate meeting.
An employee who is brutally honest and blunt.
- Feedback: "You are very direct and I'm confident that you give honest criticism, but I'd like you to try to avoid personal feedback and demonstrate more tact. Maybe prioritizing positive comments before you voice your opinions could work better?"
A manager who expects the entire team to work on weekends.
- Feedback: "I think your dedication to the work is admirable, but I want to remind you that work-life balance is crucial for our teams to perform at their best. Let's meet next week to discuss some options for completing our projects during the week and keep everyone on the same page."
An employee who delegates work to other team members.
- Feedback: "I appreciate how you are always willing to take on more work, but I worry that you are spreading yourself too thin between projects. Let's discuss a way to make your day-to-day more manageable."
Conclusion
The Power of Constructive Feedback
Providing constructive criticism is an art that, when mastered, can drive significant growth both for individuals and the organization.
By being specific with concrete examples, staying solution-oriented, and focusing on behaviors rather than personal traits, leaders can help their teams improve, build stronger relationships, and foster a culture of continuous learning through providing constructive feedback.
Remember, constructive criticism isn’t about simply pointing out faults—it’s about offering insights and suggestions for improvement that empower others to reach their full potential, reducing negative behaviors while reinforcing positive behaviors. When actionable feedback is delivered with care and intention, it can be the catalyst that drives lasting, meaningful growth.
