8 ways to learn how to give constructive criticism

In life, we are often faced with the need to criticize people: colleague; seamstress or a service technician, to execute the order is not the way you expect; partner unpleasant irritating everyday habits. If you know how to make remarks correctly, they will cease to be perceived negatively and reach their goal - to make something of your life better. Heroine made tips to help you learn how to criticize constructively and effectively.

1. Understand that criticize someone on the case - is normally

, the criticism is not to feel a bitch, and be confident in their observations, you should accept the idea - a normal part of any collaboration. People can not read minds, so sometimes you just have different ideas about what should be the result. In addition, no one is perfect, and therefore all have errors.

Feedback, which helps to adjust the work is still in the process and eventually make it better - this is not a statement about how good or bad a person as an individual. It's just a normal part of improving a specific product.

2. Make sure that the person is ready to listen to you

When circumstances allow, try to be sensible in choosing the time to talk. If a person has a bad day, he was clearly exhausted, or at the moment is focused on something more important, it is unlikely he is able to adequately take what you say. However, to sacrifice their own interests or project a success because you do not have to.

Start with what you know, how it is now difficult, but I have to ask him something to alter.

3. Be calm

The person receiving the criticism, certainly draws attention to the signals that you are served. If you sound unsure, stressed - it will respond to this conversation as awkward and uncomfortable. Increases the tone of allowing stinging comments - take it as a personal hostility and aggression. Even when you're embarrassed to criticize someone, try to talk the usual conversational tone as during any other working conversation. So you gave the signal: "It's all right, it's not the end of your career, or our relationship." It is important that the feedback has been regularly - then both of you will be easier to treat criticism as something normal.

4. Put yourself in his place

If you need to make comments on the work makes you uncomfortable, try to imagine yourself in the place of the employee, which should appeal. Would you like to know how to improve their work? How would you rate the one who does not respond to your mistakes because of fear of embarrassment and thus makes to repeat them again and again?

You can not shy away from criticizing employees, if it is in your jurisdiction. Do you have an ethical and professional obligation to help them work better.

5. Do not confuse criticism with compliments

There is a popular board used during criticism "rule sandwich": start with a compliment, then say the remark and finishing again at the compliment. This should help the interlocutor to smooth the unpleasant impression of the negative comments and not feel like a failure. However, this technique should be careful. Firstly, it is fairly well known, and one can understand why you say that, and count insincere compliments. Second, when you have all the time to combine criticism with pleasing words, he will prepare for the negativity whenever hears praise from you. In addition, your criticism can easily get lost between the two positive messages and to be ineffective.

6. Be honest about the scale of the problem

Criticizing someone, try to give the person some context. If the amendment is small, say that the project is good as a whole, to the colleague did not take the situation as critical. If it is a serious mistake, do not scold him, but make sure that your words convey true magnitude of the problem, then he will treat him with due responsibility.

7. Speak clearly, what results do you expect

To the criticism was effective, try to be as specific as possible. Avoid phrases "must do better", "here is what is missing," and similar common words. Also try not to tighten too much explanation of what he had done wrong. Rapid transition to what results do you expect now that he needs to do.

8. Be open to feedback

No one likes to hear excuses, but sometimes a person can really say something that will change your opinion. Try to be open to his reactions, so you better understand why he did just that, and may decide that he is right. However, if nothing but excuses, you will not hear, say, that you understand it, but you want him to do it all according to your comments.