How to Deliver Constructive Criticism at Work

Constructive criticism is feedback that helps someone improve: it names a specific behaviour, explains its effect and agrees a way forward, without attacking the person. This guide covers when to give it, how to prepare, what to say and what to avoid – see BOTI’s leadership and management courses.

Related: Cursos de Formação em Moçambique: Formação em Português para Equipas.

Related: A good ice breaker could do wonders.

When to give constructive criticism

Give feedback when a problem repeats, when a company policy has been broken, or when informal hints have not worked. Do it soon after the event, while the details are fresh, but not in the heat of the moment.

Prepare before the conversation

• Gather the facts: what happened, when, and what effect it had.
• Keep written records of earlier incidents and conversations.
• Plan what you want to change and what support you can offer.
• Practise your tone so that you sound calm and constructive, not angry.

Choose the right time and place

Criticise in private and praise in public. Speak face to face where you can, choose a time when neither of you is rushed, and leave your ego at the door: the aim is better work, not winning an argument.

During the conversation

• Describe the specific behaviour and its effect, not the person’s character.
• Ask the employee for their own view of what happened before you give yours.
• Listen actively, check that you have understood each other, and watch body language.
• Agree on SMART objectives: specific, measurable, achievable, relevant and time-bound.
• Keep emotions in check; if the conversation becomes heated, choose your words carefully, stay on the topic and avoid ‘you’ statements that sound like blame.

Some managers use the feedback sandwich: praise, criticism, praise. Use it with care, because if the praise feels forced, people stop trusting it. Being specific and fair matters more than the formula.

What not to do

• Attack, blame or talk down to the person.
• Become emotional or raise your voice.
• Give vague criticism with no example and no way forward.
• Do all the talking without giving the employee a chance to respond.

After the conversation

Confirm the agreed actions in writing, set a follow-up meeting and provide any support or resources you promised. At the follow-up, measure the results against the objectives. If there is no improvement, decide on the next step, for example a formal performance process, and keep the focus on the future.

Related training at BOTI

BOTI no longer runs a separate Delivering Constructive Criticism course. The closest courses are Coaching and Mentoring Course (2 days) and Performance Management Course (1 day).

 

Request a quote

Frequently asked questions

How do you give constructive criticism?

Prepare the facts, speak privately and face to face, describe the specific behaviour and its effect, ask for the other person’s view, agree on clear objectives and follow up to check progress.

When should you give constructive criticism?

Give it soon after the event, when a problem repeats, when a policy has been broken or when informal hints have not worked, but not in the heat of the moment.

What is the feedback sandwich?

The feedback sandwich places criticism between two pieces of praise. It can soften the message, but forced praise undermines trust, so specific and fair feedback matters more.

What should you avoid when giving criticism?

Avoid attacking or blaming the person, becoming emotional, being vague, and talking without letting the other person respond.

Build feedback and coaching skills with BOTI’s Coaching and Mentoring Course (2 days) course. Training runs in-house at your premises, at BOTI’s venue in Sunningdale, Johannesburg, or live online. Call BOTI on 011 882 8853 or email [email protected], or request a quote. This course is not accredited. It is delivered as a professional skills programme, and delegates receive a BOTI certificate of attendance.