Your Guide to Giving Constructive Feedback (With Examples!)
No matter how long you’ve been a manager, it’s never fun to give criticism. Giving negative feedback is especially intimidating if you don’t know where to start. But, if you want your team to thrive and improve, constructive feedback is essential. You can focus on the positive and negative aspects and create a plan to tackle any issues.
Now, as a leader, what is the best way to deliver constructive feedback?
That’s why we’re here. We’ll share the ins and outs of constructive criticism and some examples of phrases you can use in the future.
What is Constructive Feedback?
Constructive feedback is a:
“Form of criticism that focuses on building the recipient’s abilities by discussing the negative and positive aspects of a person’s performance and suggesting improvements.”
With constructive feedback, you focus on the positives on top of the negative aspects. Then, you plan how to improve together.
Why Should I Worry About Constructive Feedback?
Constructive feedback fosters a positive and collaborative environment for permanent and temporary employees. Here are some of the top reasons why you should use constructive feedback:
Improves morale
Since you’re giving positive and negative feedback, employee morale tends to be higher. Professionals get recognition and praise when they deserve it, with opportunities to develop.
Improves company culture
On top of higher morale, you also foster a collaborative environment. Your company culture strengthens by helping each other grow.
Give employees learning opportunities
Using real-life examples and creating plans helps professionals grow. Upward mobility is important, whether employees are aiming for promotions or learning skills.
Improves productivity
Unsurprisingly, these benefits and your team’s continuous improvement result in higher productivity.
How Do I Give Constructive Feedback?
Now that you know what constructive feedback is and its benefits let’s explore how to put it in place.
Have a private, in-person conversation
Set a meeting or dedicated time to talk in person or on a video call if in-person isn’t possible. Then, you can host an open space with no interruptions.
Start with the positives
If you’ve ever heard of the “feedback sandwich,” it works! Start with a positive, then the negative, and finally, another positive. This way, they won’t feel attacked and will appreciate the positive feedback.
Encourage open communication
You want this time to be collaborative. Instead of talking at professionals, identify the issue and have an open conversation. Learn their thought process and create next steps.
Give examples of behaviour
Be specific in your constructive criticism. Instead of saying, “you are falling behind on your responsibilities,” give current examples (more on this below).
Ask them for their perspective
If the professional is doing something a certain way, they likely have a reason for it. Ask what it is, and it can give you insight into their thought process. You can share with them why you and your team prefer it a different way so you can all come to an understanding.
Focus on how to improve
No one wants to sit in a meeting for an hour with their manager telling them everything they are doing wrong. It’s important to give background and examples, then move on to opportunities to improve.
Ask what you can do to help
Feedback is a two-way street. Ask if there’s anything you can do to help them implement the feedback. Then, you can create your plan to help them achieve it.
Real-Life Examples of Constructive Feedback
Constructive criticism is all about how you frame the conversation. Follow these examples to give valuable feedback to your team.
Constructive Feedback for Poor Communication
“You’re doing a great job on the X project so far. I’m curious where you are with the Y aspect. I need to coordinate with other departments and am excited to share our progress. Could you send me daily updates in the future, so I know where we are?
Constructive Feedback for Time Management
“Thanks for letting me know that you’re running behind on this project. Let’s take some time to look at your schedule and priorities to see how you’re spending your time. We can look at opportunities to manage your time better.”
Constructive Feedback for a Negative Attitude
“Thanks for expressing your concern. When you have an issue in the future, can you share it with me privately so I can address it? I prefer you talk to me instead of colleagues so I can help solve your issues and keep a positive environment.”