Constructive Criticism in Workplace

After seeing the discussion around my last blog about what one has to consider when providing constructive criticism, I thought I would pose a question to everybody: Would you give constructive criticism to a manager with bad temper and who you know gets easily feels offended by hearing criticism from subordinates? To answer this question let’s try to imagine a situation: You are in a product promotion plan meeting held by the manager. The manager has presented a plan made by himself that he is very satisfied and proud with. However, you think the budget for this plan is too little and may create problems for the implementation. Your opinion is that the budget should be increased or the plan should be modified. Even though you are very confident with your opinion and can provide persuasive proof to this, you hesitate when the manager asks if anyone has an opinion because you know the manager’s character. Some people will think the right move is to voice your opinion because the opinion is related to work and not a personal attack. The manager will accept the opinion without argument especially if it benefits the plan and will avoid potential problems. Other people will think that you should not make your opinion known because from knowing your manager’s character you know it will just lead to a big argument which may strain both of your working relationship. So is the better move is avoidance. What do you think?

Whether it is from a colleague or manager, nobody likes criticism even if it is a constructive criticism. Sometimes the receiver of criticism may interpret it as a way for a person to express unsatisfied feelings, a personal attach, or even a kind of insult. Delivering criticism in the wrong way or manner can create misunderstandings, tensions, or even damage relationships leading to problems in the workplace. Therefore, it is very important to learn and/or improve on the skill of delivering constructive criticism effectively.

So how can you deliver constructive criticism both in a good manner and effectively?

According to Wikipedia, the definition of constructive criticism aims to show that the intent or purpose of something is better served by an alternative approach. In this case, the target of the criticism is not necessarily deemed wrong and should not be disrespected. Instead, the deliver should stress that the same goal could be better achieved using a different route.

I think at the least we should do the following things:

First, find a proper setting that is private where your conversation will not be interrupted or overheard by other coworkers. A neutral setting may also be a good idea so the receiver of the criticism will not feel threatened. It is also important to choose a proper time to deliver the criticism.

Second, when delivering the criticism do it calmly and in a positive manner. The conversation should be a talk not a quarrel. Remember to give credit for any positive results they have achieved at the beginning so the receiver will know that you acknowledged their efforts and be more positive to accept criticism.

Third, always remember that there is no room for personal attacks when it comes to delivering constructive criticism. In a workplace, everyone has the right to defend their ideas as long as the idea does not break any rules and morals of the workplace. Whether the idea or is good or bad does not mean the person is good or bad. It is the idea that matters so your criticism should focus on commenting on the idea not the person. Your use of language should be professional and appropriate.

Fourth, always remember that the main reason for the criticism is to help the receiver improve as an employee.

Fifth, identify the problem directly and make your suggestion or advice clearly. Never talk too much or make ambiguous comments. Use words like “I think it will be better if you…” “I suggest you…” “I have a suggestion that…” when you present your suggestions and arguments.

For people who receive constructive criticism from a colleague or manager they should learn to embrace it. Take it as a chance to improve and not as a personal attack. Be serious about it and show that you are willing to accept and improve and be sincere about your resolve and don’t be afraid to ask for help.

A friendly and positive work environment not only results in better productivity but also happier workers. Every employee has the responsibility to help create such a working environment but that does not mean there is no room for criticism. As long as we can make effective constructive criticism in a proper manner and accept it sincerely we can achieve a positive result beneficial to the receiver of the criticism while maintaining a harmonized work environment.

Question:

1. Do you think constructive criticism is important to improve work environment and work performance?

2. Do you have other suggestions on this topic?

You are welcome to discuss this topic with me. Not to mention that I am also open to any constructive criticism so please feel free to post comments on what you have read.

Survey questions:

1. Do you think at least 50% of criticisms are not constructive criticism?

2. Constructive criticism will create conflicts no matter how you make it?

3. Do you think constructive criticism helps improve the relationship between colleagues?

4. Do you always feel free to give colleague constructive criticism?

5. Do you feel uncomfortable delivering constructive criticism?

6. Are you willing to accept constructive criticism?

7. Does your company encourage workers to make constructive criticism?

Related sites and journal articles:

1. How to Provide Constructive Criticism

http://www.myemploymentguide.com/human-resources/management-skills/how-to-provide-constructive-criticism/

2.Prepare for Giving Constructive Criticism