The more specific your feedback, the more actionable it is for the one receiving it. Example: Asking for an article on communication is vague while asking for one on public speaking is specific.

An specific feedback that doesn’t target the person is easier to understand and act upon....

To help people improve talk about things they can do something about, rather than those out of their control. Critiquing the former makes your criticism constructive; critiquing the latter makes the person feel bad as they can’t do anything about it, even if they want to.

Understand the per...

Give recommendations on what the person can do to improve so they have a clear idea of what you have in mind and get a strong call-to-action.

With your recommendations, (a) be specific with your suggestions and (b) briefly explain the rationale behind the recommendation. Also, try to...

Provide criticism within what you know as fact about the person and the subject. Avoid assumptions as they make you and the person look bad — especially when your assumption is wrong.

• Focus more on objective points than subjective opinions. Saying “I don’t like it” is less helpful than stating the specific things you don’t like.
• Break your feedback into key points instead of giving it as one big lump.
• Give 1-2 specific examples of each poi...

Sharing and receiving feedback is necessary for improvement. If you have ideas on how someone can improve, don’t hold your ideas back, share your criticism constructively.

Of course, be sensitive to others’ feelings and offer feedback when you feel the other person is ready to take it.

Also known as PIP (Positive-Improvement-Positive), it consists of “sandwiching” a critic between two positive comments in the following manner:

1. Start by focusing on the strengths — what you like about the item in question.
2. Then, provide the criticism — things you don’t l...

• Comment on the issue, not the person. Example, “The clothes are dirty” and not “You are dirty.”
• Don’t make personal attacks. Comments like “I’m so tired of…” or “You’re so... ” come across as accusatory.
• Use passive voice instead of active to shift the at...

The feedback sandwich lets the receiver know that you recognize what they did right and that you are on their side, thus not attacking them. The receiver then becomes more receptive to your critique.

The feedback sandwich method is most appropriate when you are giving criticism to pe...