How To Take Constructive Criticism

Communication is a two-way process. Successful discussions occur when both parties are invested in a positive outcome. This means knowing how to deliver a message and listening carefully to what is being said. Among companies, an important area of communications is understanding constructive criticism. Listed below are a few tips for handling constructive criticism:

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Listen for the intention: Effective managers are capable of giving constructive criticism, which don’t hurt in the slightest. In fact, delivered correctly, these criticisms lead to improved performance. It is untrue that criticism does not hurt. It does. This is natural. Yet applied at the right time, and said the right way, these criticisms can direct an employee to growth. There will be cases where the message overshoots. Regardless of the reason, recipients of the criticism should listen to the intention behind the discussion. Managers usually scold out of good intention. Understanding this prevents an overreaction.

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Breathe and pause: It is human to react badly to situations. If this happens, it is recommended to take a step back, pause, and find time for introspection. An employee can wait a few days to calm down before going back to the manager and resuming discussion. No one should blame anyone. Instead, begin with an apology for the bad behavior but with an explanation for the reaction. This need not be lengthy. It can simply be a summation of feelings. Mature adults will understand this and will begin the dialogue in a healthy way.

One must always remember that constructive criticism can be used as tool for improved professional growth.

Marc Slavin is a communications specialist focused on internal communications. To learn more about internal communications, like this Facebook page.