Problems and Solutions for Constructive Criticism

Most business leaders often speak in frustration to other people who can’t take constructive criticism. They often describe how they are attempting to assist to have a reaction by being defensive, argumentative, sullen, or downright angry when being told what they were doing wrong or what it will take for them to improve. In order to understand this issue and become more effective, it is essential that we take a close look at the problem, which in this case is looking at the term criticism. The prefix word here of course, is critic and/or critical, which the dictionary describes as belittling, biting, condemning, cutting, cynical, demanding, demeaning, derogatory, disapproving, disparaging, fussy, hairsplitting, humbling, lowering, nagging, nit-picking, reproachful, sarcastic, scolding, severe, sharp, trenchant, and withering. Managers who are in the position of giving feedback to other people do not mean to do it this way. However, those who are trying to assist or teach do not take it well when it comes to constructive criticism. This was recognized long ago by Carl Jung who wrote: “Criticism can be effective when there is something that must be destroyed or dissolved, but it is capable only of harm when there is something to be built.” This proves that constructive criticism is considered an oxymoron. Therefore, in a position where your organization or family are teaching or helping others improve, it is important to become aware of what is working and what is not. We are aware that in order to improve in performance, giving feedback is important. It is a personal GPS that assists us to stay in the right direction without going too far in the wrong direction. Despite the fact that people mean well when they give feedback, they will often struggle with providing feedback including both positive and negative. It does not come naturally, and time constraints and distributed workforces aggravates the problem. When giving feedback, we often cautiously balance any criticism with positive criticism to shield the blow, and keep the person receiving the feedback positive. It is also important to prevent people from losing your self esteem or even worse push them away from the job. So the mistake is sugarcoating the feedback which is common. Studies have shown that this type of feedback will come to a misunderstanding and causes a distraction from the problem at hand. Business managers should avoid surprises since a meeting with being aware of it can cause employees to feel intimidated and catch them off-guard when you give feedback. Giving constructive criticism in the workplace should be done in private, so the worker does not go through humiliation and you have time to process the feedback and improve. Being precise and specific feedback is essential. Get to the point quickly in order to avoid confusion for the employee. Show the mistake the employee is making so that the worker has a clear idea of what you are illustrating to him.

                                                                Works cited

Crawford, Bill. The problem with "Constructive Criticism". 2019 February 24 

https://www.billcrawfordphd.com/the-problem-with-constructive-criticism/

The Hedges Company. The Most Common Feedback Mistake. 2017 

https://www.thehedgescompany.com/the-most-common-feedback-mistakes/

Business Alvernia University. A Manager's Guide to Providing Constructive Criticism in the Workplace. 2017 March 29 

https://online.alvernia.edu/articles/constructive-criticism-in-the-workplace/