Many believe that most people aren’t open to criticism, but a study indicates that most employees who rated their manager poorly also noted that he or she did not provide sufficient feedback. The study indicates a willingness to receive criticism and grow as a professional, as we...

“He has a right to criticize, who has a heart to help.” 

“Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.”

“Criticism may not be agreeable, but it is necessary. It fulfills the same function as pain in the human body. It calls attention to an unhealthy state of things.” 

“Everyone is entitled to his own opinion, but not to his own facts.”

“The greatest threat to freedom is the absence of criticism.”

Facts are the foundation and the least controversial part of an argument. So, it’s easier to start by establishing and agreeing on the facts.

State the expectation, the facts of what happened and let the other person explain why there’s a difference. Once facts are agreed ...

When most people consider giving corrective feedback, they often picture horrible confrontations. Thus they put it off until the problem becomes too big to ignore.

This avoidance normalizes poor behavior, that doesn’t usually get better on its own. And the shy critic is...

Corrective feedback should not shame people into compliance as it makes them more likely to disengage and withdraw from future situations. Or become defensive and blame others for their behaviors. Which is the opposite of the goal.

Alternatively, a feedback that causes guilt encou...

Even when poor behavior affects our work negatively and we have a regularly established open space for criticism, we still often hold back for fear of getting a negative reaction.

Most people rather receive feedback on what they did wrong than just praise on their successes. So while we te...

1. Take an interest in people.
2. Understand their values and how they influence their goals.
3. Ask questions and take the time to learn where they want to go.

“The secret killer of innovation is shame. You can’t measure it, but it is there. Every time someone holds back on a new idea, fails to give their manager much needed feedback, and is afraid to speak up in front of a client you can be sure shame played a part. That deep fear we all have of be...

The goal of feedback is to elicit a behavior change. So it’s not over until you agree on what they’ll do differently next time.

Not suggesting a solution can be a good course of action to avoid a repeat of the issue. It’s their issue and they'll be more committed to a solution if it is t...

Bad companies ignore or try to get rid of poor performing employees, never addressing the issue. Ideally, a company should hold regular discussions to handle issues and the responsibility for feedback be shared and encouraged by everyone in the organization.

Peer-provided feedback is...

Too often, people over complicate the process of giving corrective feedback. It doesn’t require elaborate stories or some pop psychology analysis.

Just a straightforward discussion with a few key points will do.