Few of us enjoy being given critical feedback.

However research shows that despite the nice feeling of receiving praise, 75% of us believe that corrective feedback does more to improve our performance than positive one. In fact, at Netflix the recommended guideline is to provide a mix of 25% positive (continue doing) and 75% developmental (start doing and stop doing) feedback.

You may have noticed the use of words ‘corrective’ and ‘developmental’ rather than ‘critical’. That’s because, not all critical feedback is constructive feedback.

A quote to keep in mind

“Candour is like going to the dentist: a lot of people will avoid it if they can.”

– Reed Hastings, ‘No Rules Rules’

How to make sure your critical feedback is constructive

Here are at least a few guidelines:

💡Observations – start with concrete and specific observations, focusing on the person’s past behaviours and how they are not benefiting them;

💡 Actions – outline what the recipient might be able to do differently, including specific and clear examples;

💡 Benefits – highlight how your feedback would benefit them, the organisation and/or your relationship;

💡 Control – focus on the things that are within the person’s control;

💡 Emotional Energy – ensure that you and the other person have sufficient emotional energy to provide and receive feedback e.g. consider your emotional state, how jam-packed your day is and the physical space;

💡Don'ts – try not to provide feedback to get a frustration off your chest, when it’s solely based on a personal preference, and without preparation.

Providing constructive feedback is invaluable, so don’t shy away from it!