Critique Versus Criticism in Providing Feedback

In considering the approach to providing feedback it is important to remember the reason for delivering feedback in the first place. Productive employees embrace personal growth and desire honest and kind feedback. A great foundation to providing feedback lies within Ephesians 4:15: "Instead, speaking the truth in love, we will grow to become in every respect the mature body of him who is the head, that is, Christ."

Benefits to Feedback

• Employee feedback sets standards. Employees understand what they should do and should not do to be successful in their position.
• Feedback increases self-esteem. It validates their processes and can lead to continued improvement.
• Feedback lets employees know what is most important to the organization so that they can focus on future improvements.
• Feedback creates an honest and open work environment that cultivates communication.

Difference between Critique and Criticism

How we communicate this feedback is essential to whether the feedback will be received and welcomed.

Critique: When we provide feedback that focuses on ways for the staff member to improve or grow, our intention in that communication is to come along side and direct/help/support the employee. It comes from a place of caring and compassion for the staff member.

Criticism:  When we lose site of the individual behind our feedback and focus only on the areas in need of improvement, our feedback will be received in a negative manner. Over time, this feedback will end up feeling personal and critical.

Tips for Giving Regular Feedback

• Do it often. Regular meetings with your staff can facilitate this conversation. This is where ‘no news is NOT good news'.  Employees can feel blind sighted if our feedback only comes during difficult conversations.
• Be specific, balanced, and fair.  The point of the feedback is to elicit improvement or reinforce good behavior.   Accurately cite what did or did not work and offer suggestions if appropriate.
• Be humble. Openly admit to your own failings.  Level the playing field, you are two people who are both committed to growing and improving.
• Find and acknowledge positive feedback.  Negative feedback tends to be more common than positive feedback, but it is for this reason that we need to find and praise the good things your employees do from day to day.
• Agree on solution(s).  If you have just had a difficult conversation, it is imperative that both parties come to an agreement about the issue and that the feedback be an attempt to remedy things. Make sure to focus on the situation to be corrected rather than criticizing your staff member.
• Be the example. Set a culture of feedback for your team by showing vulnerability in requesting feedback on yourself.

If you would like to learn more about feedback, you can find helpful training opportunities under the Learning Tile in Ignite.   If you have a difficult conversation coming up that you would like to review or role play, please feel free to contact your Human Resources Consultant (HRC).