How to Give Constructive Criticism | Stephen Haunts | Skillshare

How to Give Constructive Criticism

Stephen Haunts, Trainer, Public Speaker, Author

How to Give Constructive Criticism

Stephen Haunts, Trainer, Public Speaker, Author

Play Speed
  • 0.5x
  • 1x (Normal)
  • 1.25x
  • 1.5x
  • 2x
4 Lessons (15m)
    • 1. Introduction

      2:17
    • 2. Constructive vs NonConstructive Criticism

      4:43
    • 3. Giving Constructive Criticism

      4:59
    • 4. Using Empathy

      2:37
  • --
  • Beginner level
  • Intermediate level
  • Advanced level
  • All levels
  • Beg/Int level
  • Int/Adv level

Community Generated

The level is determined by a majority opinion of students who have reviewed this class. The teacher's recommendation is shown until at least 5 student responses are collected.

33

Students

--

Projects

About This Class

If you are a manager/leader, the way you deliver criticism is essential to how that person will feel, learn, and grow as a person. Even if you are not a manager and have just been asked to give an opinion on someone else's work, how you provide the feedback is important.

If you give bad feedback, that person will feel deflated and upset. If you deliver good constructive criticism, then that person has all they need to learn and grow.

In this short course, we will look at what non-constructive feedback is and how it compares to high-quality constructive feedback. We will also offer up some guidance to deliver good constructive criticism.

We will also explore how empathy and emotional intelligence plays a vital part in giving feedback.

We use an example of a manager in this course, but the course is suitable for anyone who wants to know how to deliver high-quality feedback.

If you find this course helpful, then I also have a course called How to Deal with Citicism, which focuses on how to be the receiver of feedback.

Meet Your Teacher

Teacher Profile Image

Stephen Haunts

Trainer, Public Speaker, Author

Teacher

Hi, I am Stephen Haunts, a software developer, online trainer, classroom teacher, public speaker, podcaster and author. I have over 25 years of experience as a software developer and a leader working at huge organizations from global banks, financial lenders, healthcare and insurance. 

I am now a freelance trainer, podcaster, and book author. I also travel around the world speaking at many conferences about software development, leadership, and personal soft skills, and I have a passion for helping professionals improve their skills.

I have been teaching online with the Pluralsight platform since 2014, and I am now teaching small skills-based courses here on SkillShare. I hope you enjoy the courses that I post here and I would be grateful if you could fol... See full profile

Class Ratings

Expectations Met?
  • Exceeded!
    0%
  • Yes
    0%
  • Somewhat
    0%
  • Not really
    0%
Reviews Archive

In October 2018, we updated our review system to improve the way we collect feedback. Below are the reviews written before that update.

Your creative journey starts here.

  • Unlimited access to every class
  • Supportive online creative community
  • Learn offline with Skillshare’s app

Why Join Skillshare?

Take award-winning Skillshare Original Classes

Each class has short lessons, hands-on projects

Your membership supports Skillshare teachers

Learn From Anywhere

Take classes on the go with the Skillshare app. Stream or download to watch on the plane, the subway, or wherever you learn best.

phone

Transcripts

1. Introduction: Hi, My name is Steven Horns and welcome to my cause. How to give constructive criticism if in a position where you must give feedback to someone on their work such as a manager or a leader, and knowing how to deliver high quality, empathetic and beneficial criticism is an essential skill in a short course, I want to give you some pointers on give you feedback to someone so they can benefit from it, as opposed to being overly harsh criticism that makes people feel bad. Nearly 16,000 managers were surveyed in two separate studies by Leadership Development Consultants. Is one buys anger and you have one by focus. You might come as a shock to you that 44% of managers responded. They find the act of giving feedback stressful, especially when it is negative. 1/5 of the managers avoided it entirely, which raises a question in her Employees aren't given 100 sent to their work. Can we? As managers be unfolds? Imagine dealing with an unproductive UNP uncle and irresponsible employees on your team hasn't been told about these traits yet. Picture them coming up to you and asking for a raise. Shocking as it may seem, is you that's at fault for not ever pointing out the worst. Criticism, like evaluations, is an important aspect of being a manager. There's managers. It's imperative that we understand the importance of giving and receiving feedback. Feedback, especially constructive feedback, is a respectful way of helping employees better themselves. It is a means of guiding them of honesty, directness and dignity. What's not damaging their feelings and ego when delivered in the right manner? He doesn't create Annecy spaces within the four walls of the office, but rather strengthens into personal bombs, which ultimately boost the productivity and efficiency of employees. Most managers find it hard to offer constructive criticism when it comes to pointing out areas of improvement. They struggle with finding the right balance that's in advising criticize him. They feel their words might hurt the feelings of their employees. They were with us. It will negatively impact their productivity by demoralizing them his defiance. We're going to have to get comfortable with living constructive criticism, whether it is hard giving feedbacks someone is always hardest when you have to give feedbacks someone who is underperforming, to say the least. Such situations require master in the art of giving constructive criticism. Therefore, in the short course together, we'll learn how to give constructive criticism in a way that doesn't hurt the receivers feelings as well as learn the differences between constructive, on non constructive criticism on how to use embassy to improve the impact after criticism. 2. Constructive vs NonConstructive Criticism: probably concerned with giving constructive criticism lies in knowing what it is and, more importantly, what is not confused. Let's put it more directly. Not all the feedback you give his constructive in nature. Sometimes your words, expressions and actions can depict a story completely different from what you believe. You might think you're just advising someone to improve, but they might take offence of the language, expressions or actions used. Faulting someone without the use of appropriate language and actions can seem disrespectful and aggressive. Plus, it comes out as non constructive criticism. Not all criticism is constructive, however. It can sometimes be difficult to tell the difference between constructive and non constructive criticism, whether you are giving or receiving it, that's what really is constructive and non constructive or destructive. Criticism. And how do we differentiate between the two? Constructive criticism is the practice of instilling confidence in the employee by gracefully and tactfully points in our areas that need improvement only so that they can develop professional on the job. Think of it like an art teacher evaluating the work one of their students and telling them that although there artist brilliance there is still room for improvement. The goal is to encourage student without putting them down or making them feel bad or undervalued. What feedback is perceived in this manner receiver doesn't feel like a complete failure and stays focused on betterment receive. It feels like they are on the right track and just need support you. More efforts become a master. Conversely, non constructive feedback or criticism aims a bit a little in the employee and insulting them out right. It is a practice used to put down someone and hurt their feelings. Instead of telling the employees that are good at what they do, they just need to work on some areas of their work. A manager who criticizes destructively would say something like that was one terrible performance. I'm so ashamed of you. I should have chosen someone else to do it. This was a total waste of time. Now, if you notice its upper feedback lacks two things. First, it labels employees a complete failure. Second, it doesn't emphasize the areas where the employee needs to improve. Deploy has just been told that it made a complete fool of themselves, and they don't know how to rectify it. So what was the results. Revenue employees leaving the room feeling deflated about known how they could improve their work in constructive criticism. The focus is on the present situation the feedback given his only for something presented or done in the moments and often to critique someone constructively. So the feedback relates to just one situation. That way the receiver, what it feels like they're being critiques for being a failure is an employee, but rather over something they did poorly. Nosrati feedback isn't offered for something done in the past. Otherwise, it isn't constructive, destructive or non constructive Feedback often focuses on past errors, usually implies that the person is not fit for the task whatsoever and is thus demeaning. It sounds something like, Are you going to repeat that same blunder again? Or I hope that this is better than the last report you 7 may Such statements are condescending to receiver. Mason feel devalued and disrespected. Why? Because they might have worked extremely hard this time puts in their very soul into their work, and your attitude and words could really hurt them. Languish using constructive feedback isn't judgmental to receive. I shouldn't feel without being judged or objectified Therefore, the use of objective language is crucial and giving constructive feedback. You show me state the facts or things observed. Employees shouldn't feel evaluated negatively on something personal. Non castrati. Faber is usually accompanied by personal insoles. It's more about the personality of the individual, unless about their falls. These artificial look something like you are clearly clearly about what we asked you to do . I'm highly disappointed with what you have put forward. I guess it isn't for you. This is a clear of front, and this kind of feedback is very de motivating. Therefore, be objective and only pinpoint the mistakes rather than attacking the employees work ethic . Additionally, constructive feedback is usually very specific addresses to fall where it lies without beating about the bush. It's a direct and straightforward way of telling the employees where they lacked, and that's where they need to improve head end of it. The receiver walks out knowing exactly what they need to work on on what actions will help them improve. No constructive criticism is usually vague. It isn't aimed directly at the problem. Consequently leaves the receiver feeling confused. It happens when managers feel shy, are cautious about saying their views out loud. Therefore, they expect the receiver to take note to rectify the concerns on their own. However, this confirms exacerbate. The problem is both the giver and the receiver might end up on completely different pages. Therefore, when giving constructive feedback, tried to highlight points that need addressing on upgrading without being in direct about it. The more counted you are, the higher the chances of improvements. So now that you're familiar with a distinction between constructive and non constructive criticism, the next set piece alone how to critique constructively. 3. Giving Constructive Criticism: No one likes to be criticized, no matter who the critic is. This is one reason why it's important to master the art of critique, and as a manager or supervisor, the chances are you'll come across several situations, but your word and observation about an employee performance will be in question. So how do you go about critique in someone constructively In this video? We have rules that you can follow to ensure that when giving criticisms or feedback to your employees, I don't feel deflated or upset. First of all, do it once. One, the 1st 1 said Roy, is never publicized what you're saying to someone, even praising Kenly toe awkward silences. Criticism is a different story altogether. And if you find yourself in such a situation where feedback is required, some of the receiver for one so one meet him. Everyone likes to be the center of attention. 1 to 1 meeting will feel more comfortable for by few Andrew employees. Besides, this isn't a parade, so personal feedback should be provided in a calm and comfortable setting. Then we have choose the right time, time and place matters as well. If you sensory employees already down or frazzled about their performance. There's no need to further embarrass. And then in there, your feedback on wait a day or two and they're in the right frame of mind and see. Motivated to improve, tell me how to take it slow. It is best not to blurt everything out in one outburst. Remember, your goal is to help the employee overcome their short comings, not lose all their remaining self confidence. Too much feedback, given at one time can intimidate the employees. Pick one or two issues to talk about maximum and then leave the rest of another time one of the day. Next we have Sam is two feet by. If you've been providing constructive criticism whether doing it right or wrong, you might have come across the sandwich method once or twice before. This is a popular technique to offer constructive feedback without hurting the feelings of employees. It's eliminates the guilt and embarrassment and employees might feel when called out on their mistakes. Here's how you can use it to structure your feedback appropriately. First of all, start on a positive note by talking about the good things that employee has done, then slide in the parts that could be improved and then finally ends on a hopeful yet positive night. This doesn't demean the receiver. They don't lose their confidence in themselves, and they are better able to apply your comments towards self improvement. Let me have a good listener. The communication between the critic and the receivers should be two way. You must also listen to your employees reasons for one particular blunder, especially if it is occurred. Repeatedly asked probing questions about why the employee behaves and acts in a certain way . Try to understand their points of view here, out their concerns and and advise accordingly. Six suggestions from them on what they think will be the best solutions. Overcome the issue. Discuss of training. No accounting is required as well, and then we have offered currency. Explain what went wrong. Avoid implying draw meaning or complex messages. If you're saying that your employees needs to work on, let them know that clearly offering clarity ship of the ultimate goal for any form of feedbacks that it is understood by the receiver. Mixed messages especially really use the word, but in between can be confusing. For instance, starting off a sentence with praise and then using butts before coming to the actual point can create a contradiction. Employees will have a nanoseconds. What that expression of pride from their face as you finish your sentence. Many linked praises on for two words like. But, however, Or although the receiver his don't believe a word of what I've just said, here's how you messed up. Then we have be empathetic. Express your concerns that the employee doesn't feel demeaned. Show them that the reason you are highlighted these issues, you said that you can help them improve, and you really wish to see them improve. A Tony concern paired with the right gestures and words at a certain amount of sincerity. Ensure that the content of the feedback isn't lost in sarcasm, anger, disappointment or frustration. Be considerate and let them know that you can. And then we have avoid pointing fingers, focus on the situation, issue or behavior, criticized the work rather than the individual, focus on the observable facts and state them gracefully about making employees feel under scrutiny. Explain your points of year instead of just pointing out the photos. Don't say things like you're always late. Why Can't you be punctual? You stated. Say something like when you are late. Everyone worries it delays. I rehearsals and the event starts late. Please try to be on time. So everyone smoothly as we planned. Even though this is criticism it isn't blunt or degrade him is purely stating the facts. Use inappropriate words that don't come off his bossy. Finally, we have end with words of encouragement. Avoid going over past mistakes as your closing statements ensure that the employee has received the feedback without feeling defensive or disheartens. If there's something that needs fixing, ensure that it is talked about in detail, it's started a conversation or during the middle of it, ending on a negative note, we'll leave the employee feelings motivated in order. Stage setting will be of no years. The chances are they will only remember the discouraging words If I get everything cause you started telling someone Thanks for coming by. I wish she hadn't 4. Using Empathy: feedback coming from someone who is dear to you is always welcomed and appreciated. In fact, criticism can be the best gift for someone you love. However, since workplaces requiring more professional and controlled attitude, there can be little room for relational investments. This is one reason why criticism, be it positive or negative, is often received is an insult, but his properties can and should be revised. Empathy should be a primary tool to use when critiquing someone's work. Time and again, he has proven effective. Employees respond to constructive criticism better when they feel that their manager or boss is a well wisher, really wishes to see them improve and prosper and prophetic concern kick starts positive change and ripples through the phone. It's important that you, as a manager are emotionally intelligent to give feedback with empathy. When done right, it could result in drastic changes and improvements, efficiency, productivity and the overall state of mind your employees it will inspire, instead of degrading them, motivated, sort of discouraging them on foster trust. Instead of being threatening a lack of empathy or the manager's park, and create dissonance organizations where feedback is given in a degrading manner and without empathy can never flourish, since the employees will never feel motivated and inspired to work their best. The impact of empathetic concerns when giving negative feedback has been illustrated powerfully in a study of 177 people who participated by an online marketplace, which is Amazon's mechanical Turk. During the study, a video by scenario was presented in the first half of the video. The recruiting people were showing a manager given negative criticism to his employees. What a participants watch the same video first, the second part of the experiments, half of the participants were showing the remaining half of a video where the same manager showed empathetic concern in the ends. I never half watched the manager continue to give feedback of out in the empathetic concerns. Later, the participants were asked a set of questions and express their views on the performance of the manager. The findings suggested that leaders who showed empathetic concern we'll give you feedback were perceived as good bosses. The star was rated more highly more effective in terms of helping the employee improved. It was also revealed that when leaders show empathetic concern, emotional reactions of the employees. Were Lester motivated, More hopeful. The leader who showed empathy in the video was also viewed as more promotable as well. The bottom line is he almost direct path to success as a team leader comes through clear care in constructive criticism. It's simply worth the time and effort to address the force of your employees in a supportive and positive manner. Hopefully, you've learned some great tips and techniques. Help you deliver effective, constructive criticism. You've been watching how to give constructive criticism. By May, Stephen haunts.