"Culture and morale changed overnight! In under 2 months, we’ve had over 2,000 kudos sent and 80%+ engagement across all employees."
Recognition and Rewards all inside Slack or Microsoft Teams
Free To Try. No Credit Card Required.
Just like feedback, constructive feedback is comprised of a team member’s overall performance and can be used to build (cough, cough construct) skills and behaviors to make them successful in their career. Constructive feedback can come in two approaches:
It’s important to emphasize that negative feedback isn’t always destructive feedback. Destructive feedback happens when the feedback is accusatory, judgemental, and leaves the individual attacked than helped.
Depending on which route you take when it comes to constructive feedback, focus on how you can deliver actionable items instead of aimless criticism. Think about these ideas when compiling your feedback:
Whether you’re in a leadership position or not, constructive feedback is important for every part of your career. And it’s this constant feedback that will help you develop the professional and personal skills to help you achieve your goals. When it comes to your career, here are a few ways constructive feedback can leave an imprint:
According to a study called “The Power of Feedback,” by the University of Auckland, researchers found that supplying people with specific information about what they are doing right or wrong is vital to personal and professional development.
With that being said, how you give constructive feedback matters. Here’s a framework to help ensure that the feedback given prompts the best results:
Now that we’ve guided you to know how to give constructive feedback, here’s a list of what NOT to do when giving your peers constructive feedback.
If you want to give great feedback, the kind that’s accepted, appreciated, and taken to heart, then you have to leave the Negative Nancys behind. They don’t provide insightful feedback at all, they criticize. And we know how counter-productive criticism is. But feedback, on the other hand, is the breakfast of champions.
Feedback can be given in three ways: Through constructive feedback, recognition and praise, and criticism. When it comes to helping your peers achieve success, don’t fall into the trap of focusing on just positive feedback and criticism. According to Benedictine University, here’s the difference between constructive criticism and feedback:
Whether it’s peer-to-peer, employee, or 360-degree feedback, there’s a way to approach your team members. You can use the following workplace scenarios and examples to guide you when navigating tricky work situations and providing constructive feedback.
Jamie has been on your team for a year now. Lately, she seems disengaged and not motivated to work or complete her tasks.
Approach: “I have noticed that you don’t seem as motivated to do work as you usually do. I wanted to check in to see how you’re doing. If there are reasons why you feel this, I would love to talk with you about it and come up with an action plan.”
Vinay has been constantly showing up late for work.
Approach: “I’ve noticed that you’ve been arriving to work later than usual. I would like you to arrive on time please because it impacts our team and deliverables. What do you think?”
Victoria has recently switched her leadership approach to be less involved.
Approach: “I noticed that you’ve adopted a new back-seat leadership approach and stepped back from some responsibilities that you used to do. To be honest and straightforward, it makes me feel like you haven’t put your best foot forward. What can I do to better support you and address your concerns.”