Delivering Constructive Criticism Effectively

Constructive criticism can be a helpful tool when used with the intent of helping or improving a situation in the workplace. However, it can be one of the most challenging things not only to receive, but also to give.It can often involve various emotions and feelings, which can make matters delicate.But when management learns effective ways to handle and deliver constructive criticism, employees can not only learn from their mistakes, but even benefit from them.

To effectively deliver constructive criticism, you must understand what it is, how it is used, and its purpose. By the end of this course, you will be able to:

  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognize the importance of setting goals and the method used to set them
  • Uncover the best techniques for following up with the employee after the session

When Should Feedback Occur?

  • Repeated Events or Behavior
  • Breaches in Company Policy
  • When Informal Feedback Has Not Worked
  • Immediately After the Occurrence
  • Case Study
  • Assessment

Preparing and Planning

  • Gather Facts on the Issue
  • Practice Your Tone
  • Create an Action Plan
  • Keep Written Records
  • Case Study
  • Assessment

Choosing a Time and Place

  • Check the Ego at the Door
  • Criticize in Private, Praise in Public
  • It Has to Be Face to Face
  • Create a Safe Atmosphere
  • Case Study
  • Assessment

During the Session (I)

  • The Feedback Sandwich
  • Monitor Body Language
  • Check for Understanding
  • Practice Active Listening
  • Case Study
  • Assessment

During the Session (II)

  • Set Goals
  • Be Collaborative
  • Ask for a Self-Assessment
  • Always Keep Emotions in Check
  • Case Study
  • Assessment

Setting Goals

  • SMART Goals
  • The Three P’s
  • Ask for Their Input
  • Be as Specific as Possible
  • Case Study
  • Assessment

Diffusing Anger or Negative Emotions

  • Choose the Correct Words
  • Stay on Topic
  • Empathize
  • Try to Avoid “You Messages”
  • Case Study
  • Assessment
  • What Not to Do
  • Attacking or Blaming
  • Not Giving Them a Chance to Speak
  • Talking Down
  • Becoming Emotional
  • Case Study
  • Assessment

After the Session (I)

  • Set a Follow-Up Meeting
  • Make Yourself Available
  • Be Very Specific with the Instructions
  • Provide Support and Resources
  • Case Study
  • Assessment
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