Constructive criticism is also known as constructive feedback. It is not used to hurt or put an employee down. It is used to help him. For example if an employee is new on the job and he is learning skills that he has not learned before, this type of feedback will help him to master the skills more effectively.
Constructive criticism gives your employee a chance to understand what mistakes he makes and will help in prevent making the same mistakes in future. This type of feedback also allows your employee to improve on current skills he may already have. For example, somebody takes karate and he learns the techniques to earn his orange belt, he can still improve on the movements. In other words, constructive criticism basically gives the opportunity for an individual to learn and grow.
While constructive criticism is effective in helping your employee to grow and learn, it is not useful if you tell an employee that you do not like something that he does and do not tell him why or offer tips for improvement. This is almost as bad a destructive criticism, which is intended to put an employee down and make him look bad. Constructive criticism is intended for you to give ways, ideas, hints and tips to help the employee improve so he develop his skills in a better way.
As a manager, you must give constructive criticism at the appropriate time. You also must deliver this feedback in the proper tone of voice. In other words, you must not give the employee the impression that you are talking down to him. You also have to be aware of how the employee is emotionally at the time when you want to give him the feedback. If he is having a bad day or is in a bad mood, he may see the constructive criticism as something negative, even though the feedback is given to the employee for his own good. It is also best to give the feedback alone, not in front of his peers so he is not embarrassed. The best place to deliver the constructive criticism would be in an office with the door closed.
Constructive criticism gives both the employees and the manager to communicate with each other. It first shows the employee that the manager, or whoever is giving the feedback, is willing to help him. It also gives the chance for either of them to share knowledge. Remember that even though you are a manager, you are not perfect yourself. After you give the employee your feedback, always ask him for any ideas of how you can improve. For example, if there is a work issue, ask him for ideas of how you can solve it.
Finally, always follow up. Check with the employee occasionally and see if he is using your suggestions. This allows him to know that you are interested in his success and growth.
By taking these steps, you will be helping you employees grow.
Former Military Experience