Constructive criticism

Constructive criticism aims to achieve improvements. Its expression should lead to better results. Constructive criticism is not based on revenge. It can not be used as a way of expressing discontent or anger.

One of the most dangerous lines of behavior is destructive criticism. It contributes to lowering the self-esteem of a person whose address is expressed. In addition, this behavior significantly reduces the effectiveness of activities, destabilizes self-confidence. The person who is criticized starts to engage in self-deprecation, experiences tension and starts making mistakes in the area in which he was criticized. In the end, he can completely abandon his occupation.

Of course, criticism is necessary. However, it should help, not hinder. Constructive criticism should be directed not at personality, but at action. It is better not to condemn, but to offer an alternative.

One of the basic communication skills for the leader is the ability to positively (constructively) criticize his subordinates and colleagues, not at the same time gaining enemies and creating favorable psychological conditions in the team. This is important for managers of absolutely all ranks, different firms and enterprises.

There are certain rules for criticism.

1. Begin with praise. Constructive criticism should include three parts. The first should adjust to a positive mood, in some way to prepare a person. It should begin with an indication of dignity, with their true recognition. The leader, who summoned his subordinate for a conversation, should be greeted with a friendly greeting from him and start a conversation about the positive business and personal qualities of the guest. After this, you can proceed to an analysis of the violation committed. Then, after making certain conclusions, the necessary sanctions are applied. After that, the leader should again say about the merits of the subordinate, while expressing the hope that such miscalculations will not be repeated. In accordance with the "sandwich law" in the memory of the guest will be the first and last part of the conversation.

2. Do not immediately reject opinions that may go against your own. It is not necessary to tell a person that he is mistaken. Do not forget that everyone has his own view of the environment, and everyone has the right to express their own opinion.

3. Constructive criticism must relate not only to the actions of another person, but also to one's own. We should also remember our shortcomings, recognize them. This position significantly softens the perception, relieves the opponent of the need to defend himself.

4. The critic must have the opportunity to save his own prestige.

5. You should create an impression during the conversation that mistakes are easily correctable.

6. The leader should do so that people are happy to do as suggested.

7. Criticizing, you need to focus on the main thing, and not on small things.

8. One should not remember past mistakes. Criticism should be on this and a specific occasion.

9. The leader should be accused as little as possible. In this case, it is necessary to focus on constructive proposals.

10. If the opponent is emotionally excited, it is necessary to maintain psychological pauses, allowing the person to "cool down".

11. The leader should not forget that at his disposal only a minute to speak. After the opponent begins to look for arguments that justify him and reject comments. Therefore, in the first minute you need to try to say the most basic.

12. There is no need to demand immediate recognition of mistakes and agreement with criticism. A person needs time to psychologically prepare for this.

13. Do not criticize (if possible) publicly.