Constructive Feedback: The Art of Giving and Receiving Criticism

Principles for giving feedback: specific, timely

For feedback to be truly constructive, it must follow several key principles.

It is not simply pointing out what went wrong, but offering useful and specific information that will help the other person improve.

Be specific: Instead of a vague comment such as "Your presentation was not good," offer a concrete point: "It would be helpful if slide number three had clearer data to support your conclusion."

Be timely: Feedback is most effective when given soon after the event in question, not weeks later.

Focus on the behavior, not the person: Criticism should focus on observable facts ("I noticed you interrupted the client several times") and not on personal judgments ("You are inconsiderate").

The "sandwich" technique: positive, area for improvement, positive.

One of the most effective structures for delivering a critique in a way that is well received is the "sandwich" technique .🥪

It consists of wrapping the corrective comment between two positive statements.

First layer (Positive): Start with a sincere and specific compliment about something the person did well.

This opens the conversation on a note of validation.

Filler (Area for Improvement): Present the point for improvement clearly and constructively, focusing on the behavior and offering suggestions.

Final Layer (Positive): Concludes with another positive affirmation or an expression of confidence in the person's ability to improve.

This structure helps the criticism to be heard without the person becoming defensive.

How to receive feedback: listen without defensiveness, ask questions, and say thanks

Knowing how to receive feedback is a sign of great professional maturity and is as important as knowing how to give it.

To do this effectively, follow these steps:

Listen without defending yourself: The initial reaction is usually to justify or refute. Resist that impulse. Simply listen with the intention of understanding the other person's perspective.

Ask questions to clarify: If something is unclear, ask for specific examples. Not only does this help you understand better, but it shows the other person that you are taking their comments seriously.

Thank them: Regardless of whether you agree or disagree, thank the person for their time and for the courage to share their perspective. This encourages them to keep giving you feedback in the future.

Foster a culture of continuous feedback for team growth.

The true power of feedback is unleashed when it ceases to be a one-time event (like an annual evaluation) and becomes part of the team's culture.

When you build a culture of constant, positive feedback, you create an environment where everyone learns, every