{"id":8680,"date":"2019-10-31T11:07:45","date_gmt":"2019-10-31T11:07:45","guid":{"rendered":"https:\/\/staging-mondaycomblog.kinsta.cloud\/?p=8680"},"modified":"2024-12-22T10:46:34","modified_gmt":"2024-12-22T10:46:34","slug":"give-constructive-feedback-employees","status":"publish","type":"post","link":"https:\/\/monday.com\/blog\/teamwork\/give-constructive-feedback-employees\/","title":{"rendered":"How to give constructive criticism to your employees"},"content":{"rendered":"

Every leader in every organization should be providing feedback to their team \u2014 both in the form of compliments and praise AND by giving constructive<\/i> criticism.<\/p>\n

The key word … constructive.<\/p>\n

Today\u2019s employees thrive on direct, meaningful, constructive feedback.<\/b><\/p>\n

It\u2019s easy to hit send on a \u201cgreat job\u201d email or give workers a quick thumbs-up via Slack. However, feedback that positively impacts an employee\u2019s performance requires a conscious effort.<\/p>\n

To promote productivity and a healthy company culture<\/a>, managers must understand the importance of constructive feedback and how to convey it to their teams effectively.<\/p>\n

This article will discuss why constructive criticism is so important, share 5 tips for providing that feedback, and touch on how monday.com can help.<\/p>\n

Learn more about monday.com<\/a><\/p>\n

Why does constructive criticism matter?<\/b><\/h2>\n

Well, first off, most managers are not providing constructive criticism at all. If they are, it\u2019s minimal and likely poor.<\/p>\n

That\u2019s not just us pontificating \u2014 it’s backed by data.<\/p>\n

According to Gallup’s research, <\/b>most employees receive minimal meaningful feedback from their managers<\/b><\/a>.<\/b><\/p>\n

Whether it\u2019s too vague or infrequent, poor feedback results in disengaged employees and high turnover rates in the workplace.<\/p>\n

In fact, 24% of workers<\/a> would consider leaving their jobs<\/a> if their higher-ups provided inadequate feedback. Eeks.<\/p>\n

This makes perfect sense, though. If workers don\u2019t feel they\u2019re getting adequate recognition or praise, they may feel more valued elsewhere.<\/p>\n

Conversely, struggling employees can\u2019t correct their behavior unless they know what they\u2019re doing wrong.<\/p>\n

Consistent and constructive criticism is key to avoiding these setbacks. <\/b>That\u2019s precisely why managers should rethink their approach to communicating praise and criticism to their teams.<\/p>\n

Try monday.com now<\/a><\/p>\n

5 tips for providing constructive criticism to employees<\/b><\/h2>\n

Let\u2019s say you acknowledge your approach to feedback might need some … fine-tuning.<\/p>\n

You are not alone.<\/p>\n

Keep these tips in mind to ensure that you\u2019re getting the right message across.<\/p>\n

1. Frame feedback as a net positive<\/b><\/h3>\n

Despite popular belief, managers don\u2019t need to tiptoe around criticizing their employees.<\/p>\n

92% of employees<\/a> agree that negative feedback can encourage them to improve their performance<\/a>.<\/p>\n

But … that feedback needs to be framed appropriately.<\/p>\n

Playing \u201cbad cop\u201d and berating your employees isn\u2019t effective and can be harmful. On the flip side, being too friendly or cheery might send mixed signals.<\/p>\n

Remember: if your employees need to make a change, you must be explicit about it for their and your own sake.<\/i><\/p>\n

Here are some examples of how legitimate criticism can be framed as positive, constructive feedback.<\/p>\n\n\n\n\n
\u00a0Positive Framing<\/b><\/td>\n\u00a0Negative Framing<\/b><\/td>\n<\/tr>\n
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  • \u201cI\u2019d really like to see you\u2026\u201d<\/li>\n
  • \u201cI think you\u2019re off to a good start. However, I think there\u2019s room for improvement…\u201d<\/li>\n
  • \u201cListen: you\u2019re part of this team, and we appreciate your effort. That said, I\u2019ve noticed that\u2026\u201d<\/li>\n<\/ul>\n<\/td>\n
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