Be specific
Criticizing a behavior or attitude in a generic way usually is ineffective. It isn’t the same if they tell you that they’re tired of the fact that you always turn things in late, versus a concrete situation or specific moment, e.g. that you turned in the last report late. When the review is too vast and unclear, it usually causes frustration, a sense of feeling like the victim of an injustice, and the belief that it’s impossible to better themselves.
Always opinions, never orders
The same message has a diametrically opposite effect on the interlocutor if communicated as a suggestion or opinion rather than an order. “You have to do it that way” can sound like an attack; on the other hand, something along the lines of, “I think that if we do it this way we could be more efficient”. It says the same thing in a less authoritative manner.
Mix criticism with suggestions for improvement
Feedback, especially in a professional environment, is useless if it isn’t accompanied by suggestions and ideas to improve the aspects that are done wrong. Telling someone “you’re a disaster” is destructive; on the other hand, suggesting to “use the Google Calendar agenda and organizing your desk will help you be more efficient”, is a lot more constructive.
Center yourself in what other people do, not on what other people are
You get paid for the work you do, not to change your identity. That’s why it’s offensive, sometimes even painful, to be criticized for one’s personal characteristics in a professional environment. The feedback’s purpose is to improve performance in the labor field, so concentrate on identifying and communicating your opinion about actions, not about the way of being of others.
Get to the point
Sensibility when saying things is a given, but that doesn’t mean that to give feedback you have to make a “sandwich” of compliments: don’t start with saying good things, to then give criticism and end up saying how wonderful the other person is. In healthy feedback, this isn’t necessary if things are told in an educated manner and for the good of both the company and the other person, so they can continue growing professionally.
Hear what the other person has to say
Nobody likes to be criticized. That’s why depending on how impulsive or sensible each person is, they’re reaction towards feedback can be unpleasant or getting defensive and start immediately replying, which is entirely counterproductive. Listen to what they have to say; you’ll have time to reflect and decide between following advice or to ignore it. Remember: good or bad, feedback is information, and information is power.
Never with public
People are more receptive one-on-one, when there’s no one else present. On another hand, critique in front of the whole office, as soft as it may be, can be perceived as an attack or public humiliation, losing the whole point.
At Mahisoft we use Radical Truth, Radical Transparency in our feedback sessions. Only with being 100% honest and sincere when giving or receiving feedback is when we can grow as professionals. And remember feedback is something we should practice on a daily basis, not just once a year. Let’s support each other to be better every day!
