Tips For Giving Constructive Criticism To Coworkers Without Offending Feelings

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JAKARTA - Everyone must have made mistakes at work. All of that is a learning process to be better. But sometimes people are not aware that they have made a mistake or do not know how to fix it, due to lack of information and knowledge.

As colleagues or superiors, we need to provide criticism and suggestions so that he does not repeat the same mistakes, thus affecting the team's performance. However, giving criticism to someone is not easy, even though it is constructive. You see, not everyone understands that we mean well, instead of wanting to make a fuss.

So, so as not to cause tension in the office, try applying these four effective ways to give constructive criticism to the following co-workers.

Give praise first

Give criticism by starting and ending with words of praise. If you have to criticize your colleague's recent presentation, start with a genuine positive evaluation. For example, “Your visualization is so good that it adds value to the presentation.”

Once your colleague knows he or she is doing something well, you can offer some thoughtful suggestions before ending with encouraging comments about his positive contribution to the workplace.

Focus and specific

Express your criticism in a constructive way, focusing on questions or suggestions for improvement rather than problems. Gregg Walker of the Oregon State University Department of Speech and Communication recommends that your critique stay positive by focusing on issues in the present rather than the past.

Avoid criticizing a colleague's behavior or giving vague or personal criticism. Saying "I wonder what would happen if you put this section first than the end of your presentation," will get a much more positive response from your coworkers than negative comments, such as "You shouldn't have set up a presentation like that."

Listen to their opinion

Melanie Whelan, CEO of SoulCycle in an interview with The New York Times said that a good leader must be a good listener too, because you need to know the root of the problem to be able to find a solution. Maybe your subordinates or coworkers have their own reasons for making these mistakes. This is the cause that needs to be addressed together.

If he feels reluctant to share his problem, try to convince him that you really want to help for the success of the team. He also needs to know that you don't want to bring him down, let alone make him feel ashamed for being incompetent. While listening to his opinion, try not to judge or demean him.

Check Their Progress

After successfully providing feedback, you also need to make sure that he is really trying to correct his mistakes. Regularly check and ask the progress of his work. If you still find it difficult, it means that there are additional suggestions that need to be given.

Remain professional and positive when you see he's still not doing his job perfectly. There is no need to immediately scold or judge that he does not want to try. Because not everyone has the same abilities as you.