Content

• Steps
• Advice

The art of criticism provides motivation for a person to be more mature and does not feel uncomfortable or embarrassed when being criticized. Constructive criticism helps the other person to improve their behavior and avoid blaming, criticism, and personal attacks. Constructive criticism should be positive and focus on a clear, achievable goal.

Steps

Part 1 of 3: Making Constructive Criticism

1. 

   Notice the difference between constructive criticism and destructive criticism. Constructive criticism improves a person's behavior and encourages them to change positively. Meanwhile, destructive criticism criticizes and discourages the person.
   • Destructive criticism lowers dignity, discredits, and hurts others.
   • Constructive criticism, on the other hand, improves a certain behavior without causing personal attack. Their self-esteem will not be hurt.

2. 

   
   
   Goodwill. The reason you criticize someone's work or behavior affects the way you make comments. If you have an indescribable reason other than wanting to help someone better, on the surface it is negative. Ponder whether the criticism you plan to convey is really helpful.
   • Goodwill doesn't always get a positive response. For example, if you have a friend who recently gained a lot of weight since the last time you met, your advice to her to lose weight because her health may sound like a bad one, and in fact, she may will feel hurt. Criticism is one of those things where the intention is less important than what you actually say and do.
   • Instead of acting on impulse, think critically and ask yourself what would be like if you told someone what you were thinking. Will you choose the right words? How will potential social and political problems affect them? Is that criticism suitable for you? For example, if you want to criticize a friend about her weight and you are born with a slim physique, think about how she would feel when she received opinions from you because you are people who have never had difficulty losing weight or have never experienced differentiation based on weight issues.

3. 

   
   
   Does the criticism have a good reason? If someone wants to get feedback from you and is willing to change, constructive criticism has good reason. Will it have a positive impact on their lives?
   • Unexpected criticism can hurt others. If the problem is not very important, such as if you don't like your friend's wardrobe because she wears too much pink and you want to tell her directly, but it's best not to say anything ... if you don't feel the situation is appropriate to criticize or hurt her to some degree.It is important to use criticism as a method to help others, not yourself or to want others to listen to your opinion.

4. 

   
   
   Decide if you have the right to criticize. If you have status, authority, or someone has been candidly asking for your opinion, it's okay to make constructive criticism.
   • For example, if you run a company and it's time to do quarterly employee assessments, then you need to evaluate employees' performance and discuss strategies for improving the company's performance if you believe that. still has the ability to grow.

5. 

   
   
   Choose a time and place. It is important to choose an appropriate, quiet time and place to give criticism when no one is present because getting criticized in public is really stressful. For example, it is a bad idea to evaluate each employee's performance in front of their peers during an employee meeting in the company.
   • Schedule a meeting with the person you want to criticize. Organize a meeting space privately, securely, similar to an office. The meeting should have ample time for conversation in case the other person wants to ask some questions and wants to respond to your comments. It is important not to push or rush when meeting so that the other person feels loved and respected, and is not abandoned and isolated.
   • The environment in which you talk should be neutral and pleasant. If you are confiding in someone you love, then it's better to get out of the house for a walk together, or drive to a place you both enjoy.
   • If you are talking to a colleague or a student, then meet in a conference room or a neutral space where you have some privacy.
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Part 2 of 3: Constructive Critic Proposal

1. 

   
   
   Get off to a positive start. You can always talk about something positive when making constructive criticism, even if it's just an effort the other person has shown. Start by showing your appreciation for honesty and honesty (you can even repeat like this "Thank you for doing x, y, and z ...") to make the other person feel they are valued. After that, continue to make constructive criticism.
   • Whenever you ask someone to change, start off positively. This will also yield good results and progress.

2. 

   
   
   Don't put personal feelings into this. If you are making a comment on a personal issue, chances are you will be touched. If you appear angry and frustrated, your body language and tone will keep the other person on the defensive, hide their situation, and often rarely consider your criticism.
   • Keep calm. You may feel anxious when making comments and make it difficult to predict the person's reaction. Maintain a balanced posture by summarizing key points and keeping your purpose in mind. If the emotional tension increases, end the conversation. Start over another time when you are calm.

3. 

   
   
   Smile and use friendly body language. Let the other person know that you sympathize with them. This will make you feel better, and let them know that you have experienced it too.
   • Maintain steady eye contact without being disrespectful to others.
   • Keep your body comfortable by not crossing your legs or arms. Tightly crossing your arms and legs shows that you are feeling overwhelmed or angry. Instead, as your body becomes more open, you will have the opportunity to talk and talk with the other person comfortably.

4. 

   
   
   Pay attention to the tone. Keep your voice calm and friendly. Your tone of voice can convey many things and sometimes even more effect than the words you use.
   • Avoid raising or interrupting voices. Talk to the person you are going to criticize with in a tone that you would be comfortable hearing if the situation reversed.

5. 

   
   
   Avoid negative language, criticize, and attack others. This will reduce the risk that the critic will react defensively or angry.
   • Avoid harsh language, value others, like "you're wrong" and "your opinion is stupid."
   • Express your criticism in "Me" statements to express from your own experience and also show how the other person's actions are affecting you or your situation. For example, "I think this report should be improved. I wanted to see a clearer discussion of the main points so we can better understand the purpose we need to work towards."
   • Avoid statements that begin with "you" that are directly critical of individuals who have been criticized. For example, instead of saying, "You wrote a report that failed to effectively communicate the main idea," try saying something like "This report should have been covering the main ideas in more detail."

6. 

   Be specific. The more meticulous and accurate the feedback, the more practical it means to the listener. Focus on key points that are contrary to your own opinion. Just tell the other person that you don't like some of the impossible things. Instead, break the feedback down into several important points and give a few concrete examples related to each idea so the other person knows how to continue to act. Here is a reference example:
   • An employee has just completed a report on some new restaurants in your city. You have read through the report and comment like "I tried it, but I found it not interesting. Please rewrite it". The fact that someone "likes" or "dislikes" something is subjective and does not indicate a specific standard, which can make it difficult for others to understand what needs to be done to improve. Instead, identify where the main problem lies in your review and give a few concrete examples like this: "There was an effort to find out about these restaurants, but the hard part. The description of the restaurant should be more meticulous. Please supplement the report with information on the restaurant's dishes, the most popular delicacies, and the restaurant's location ".

7. 

   Encourage self-criticism. In some cases, it may seem better to let the other person come up with their own solutions before you offer an opinion on what to do.
   • Once you have provided criticism, ask the other person how they think it should be done. This can potentially help the other person feel useful and capable.

8. 

   Focus on the action, not the person they are. Think carefully before criticizing someone's appearance or personality; This will almost certainly cause a feeling of hurt. However, if you do feel the need to comment on a personal matter, try to separate the person from the situation. Comment on the problem, not them personally. (For example, it is better to say "late report" rather than "you are too late." Check out a few detailed examples below:
   • Comment on personal style - Instead of saying, "Your clothes look boring and they make you look outdated", saying that is like attacking them personally, try commenting the situation, not the person surname. For example, say, "The clothes I see you wear seem like an old trend. While there is nothing wrong with them, clothing like this can make a person look much older. ".
   • Make comments about your personalities - Instead of saying, "You are annoying and I really find it difficult to work with you", saying that hurts others and is not constructive, try turning it into a yes comment. Build by letting the other person know how their behavior affects you. For example, say "Sometimes I get hurt by your negative comments, like commenting on my new tattoo. I understand not everyone likes tattoos but comments like So about this tattoo has made me disappointed and sad.

9. 

   Provide helpful feedback. You want to help the other person make positive changes; This means you need to point out what the other person can do, rather than what is beyond their ability.Talk about what the other person can do to make criticism constructive and will energize them; And commenting on something beyond their abilities will only make the other person feel upset because there is nothing they can do to improve the situation, even if they want to do something.
   • For example, say you have a friend who has just opened a business and contracted for an area with moderate pedestrian traffic for 12 months. She then asks for your advice on how to spread the word about the store and attract more pedestrian traffic. Telling her to "change store location" won't help because she can't do it once she has signed the lease. Constructive advice would suggest her to consider changing the store's location for the next year, but in the meantime she could offer an attractive promotion for the "opening" or the launch. translation and advertisement on the mass media.

10. 

    Don't talk too much at once. You won't want to overwhelm your opponent with too much information. Even if the verbal criticism is positive, it starts as if you have a long list of things you want to talk about, and even the conversation will make sense. negative.
    • Limit your criticism to a few possible issues in the discussion. One can only absorb and process just enough feedback at a time. If you want to address more issues, then mention them in another discussion.

11. 

    Know when to stop criticizing. After you have made a constructive criticism of an issue once or twice, you may have said enough. Chewing over the same problem over and over is not helpful, and can be uncomfortable for the person criticized. Pay attention to a few clues that the other person has felt more than enough, and don't say anything more until they ask you to give your opinion.

12. 

    Maintain a relationship. Visit, contact the other party after the consultation session and evaluate their progress. The next conversation about the issues you have criticized should focus on the progress the other person has made. Discuss the specific steps the person has taken to achieve your goal and praise their progress. Recognizing and praising the other's success encourages them to continue doing well and helps them feel loved and respected.
    • Make sure to give a specific compliment. For example, don't just say "I really enjoyed the way you did this report". Instead, try saying something more specifically, like, "Thank you for working so hard to complete this week's report. You are very good at spotting a few typos in your references - if If you don't find them, chances are it will adversely affect the face of the company at this week's meeting. "
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Part 3 of 3: Insert Comment

1. 

   Start talking about strengths. Tell the other person what you like about the topic being discussed. For example, if an employee has completed an announcement, then you should share with them some of the positives they achieved. This is important because you are letting the other person know that you support them and this is not a criticism.
   • Starting out positively can also help you see what the other person is doing well and give them strong encouragement, rather than just talking about areas that need improvement. Focusing only on the mistakes that you encounter shows your lack of sensitivity and rudeness, and also makes the other person less willing to listen to constructive criticism.

2. 

   Give criticism. Let them know what's not good about the problem being talked about and identify the main idea that needs improvement.

3. 

   Back to a positive point. In short, the positive comments you initially made and also mentioned the good results that will be achieved when criticism is reviewed and corrected. Ending the conversation this way helps the other person feel valued, rather than lose confidence. This also reminds the other person of what they are doing well and the benefits of acting on effective criticism.
   • This is called the sandwich insertion method, because you insert the criticism between the positive opening and the ending - like a sandwich sandwiched between two pieces of cake.
   • Here's an example of an effective critique insertion method: "You did well in the first part of the report, but the middle part should be a little more focused. There are also a few typos. , then I'm sure you could stand out with your excellent report! "
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Advice

• A classic book that might be useful is How to Make Friends and Influence People by Dale Carnegie. The fourth part of the book discusses ways to change other people's behavior without offending them or causing resentment.
• Treat others the way you want to be received. Don't say something to another person that would disappoint or feel bad if someone said that to you.