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Criticism is a tool that has been employed by people consciously or not to express their thought and opinion usually in the negative direction about a person's attitude or actions.

From Google Wikipedia:

the expression of disapproval of someone or something on the basis of perceived faults or mistakes.

Although people mostly utilize the destructive criticism pattern to address a perceived situation which, most times, results to aggravated situations and anger rather than subduing perceived bad attitude or actions, there is a constructive form of criticism where instead of producing a long lasting damage effect on the self esteem and feelings of the receivers, it beings out the best in them.

Constructive criticism;

Constructive criticism is a helpful way of giving feedback that provides specific, actionable suggestions. Rather than providing general advice, constructive criticism gives specific recommendations on how to make positive improvements. Constructive criticism is clear, to the point and easy to put into action.

A generally acceptable truth is that we all make mistakes whether deliberately or not. Another one we is all exhibit folly. But the way we respond and react to others mistakes can either make them and bring the best out of them or break them and make them feel less appreciated or even make them give up on a particular activity. A major difference between destruction criticism and constructive criticism lies in the manner and tone the comment is been directed towards the person.

A case study

A school boy (Joe) trying to solve a given Mathematical problem makes some error in his working steps. He goes to the teacher to submit his solution. Depending on the teacher's personality and mood, she can respond either by a destructive eruption or a constructive criticism

Taking the examples above, the teacher can help Joe become better and more accurate in getting his mathematics class works or she can make the buy feel bad, unappreciated and develop dislike for any thing calculation all depending on how she reacts to him and the tone with she does this.

Empathy and constructive criticism

The key to success is to make your feedback sound encouraging and to keep the other person’s perspective in mind.

By remaining empathetic to their circumstances, you’ll have an easier time delivering critical feedback in a beneficial and constructive way.

Ways to give constructive criticism

• Consider using the sandwich method.

• Use the “I” language strategy.

• Focus on the action or behavior.

• Include specific positive praise.

• Provide actionable feedback.

Consider using the sandwich method;

This method got it name from it model; A sandwich 🥪 It involves using the PIP formula; Postive-improvement-positive. This is done by first giving a good comment about the situation followed by your own advice and opinions followed by an overall positive remark about the whole process.

For example: in the case study above, the teacher can employ constructive criticism in this wise

"oh your ideas are good and your are almost at the mark. But you shouldn't have plus here nor divide this one. If you had used minus instead of plus here and multiplied this one instead of dividing, I'm sure you would have done a perfect work and gotten everything. Anyways, you have done quite well, go and redo this and I'm very sure that this time around, you are bound to get it right. Good work Joe".

Use the 'I' language strategy.

Using phrases like “I think,” “I feel” and “I’d suggest” makes sure that the person receiving the feedback understands that the criticism is about the situation or behavior rather than about them as a person. It also reinforces your point of view, letting the other person know how you see the situation. This will make it easier for the other person to separate the criticism from himself and see where you are coming from. When you use “I” statements to deliver constructive criticism, you can make sure the chances for miscommunication are eliminated.

For example: using our case study

The teacher can say "I suggest you use plus here...". This will make Joe calm and feel relax and open minded to suggestions, corrections and changes.

Focus on the action or behavior

When delivering constructive criticism it is important to focus on the specific action, outcome or behavior that you would like to see improve. For example, if one of your employees is not meeting call quotas for daily or weekly objectives, you would focus on what plan of action could be taken to help your employees increase their productivity and meet their quotas.

This type of constructive criticism is also called SPECIFIC FEEDBACK. It entails being specific not vague about what changes you want to see the person's life or action. The specific feedback also helps the person to get the clearer picture of the whole thing and avoid making errors due to uncertainty and confusion.

For example; still on our case study

Vawgue criticism;

Teacher: "learn to improve on my mathematical skills"

Specific feedback: "you need to improve more on your additon and multiplication of three digit numbers"

Include specific positive praise

The main reason for giving feedback is to help the person improve. Remember, good feedback is a gift! 

Offer specific praise for the person productivity, performance, abilities to exceed expectations or another success or achievement that was done well. This allows the receiver to focus on the tasks and responsibilities that they perform satisfactorily or above standards. Then, they can apply those strengths to plans of improvement you may implement for weaker skills or performance. Additionally, praising your employees often and when merited can increase the receiver's morale and motivation.

Lastly, provide actionable feedback

When implementing constructive criticism, it is important to offer feedback that the receiver can put into action immediately to achieve new objectives and improve their performance, productivity, skills or other areas. Consider discussing strategies that both you and person can use to work toward improvement.

Focus on one improvement area at a time and work with employees to put development plans into action.

Also, avoid making assumptions. This will rather kill the person's morale or limit your feedback. Give recommendations only when you know the facts about that specific topic or person. Avoid any temptation to jump to conclusions and observe instead. 

Wrong assumptions can come across as personal attacks, and they can cause distress in the workplace.

For example: using our case study

Assumption:

Teacher: "you left out the equation, thinking you will be able to get the answer without it, isn't it?"

Criticism:

Teacher: "why did you leave this equation out of the solution? I suggest you always use it"

Joe: "I forget ma, it wasn't intentional"

Where assumption creates an avenue for attack on the person's fault, criticism creates chance of reply and amendments.

Before, I close this topic, please endeavors to first of all block out all hindrances to constructive criticism and a good positive feedback by

• By switching to a more tolerable and light mood

• Never show your displeasure openly

• Remove all countermeasures erected in the mind due to hear says and evil reports

• Be gentle, calm and attentive

• Give quick, subtle and straightforward responses

A very big thanks to you for taking your time to read this article. I hope you found it helpful in a way or another. Please don't forget to click the 👍 button. Love you guys ❤️❤️❤️