Constructive Criticism

Constructive criticism is…

1. Always given with the intent to help the receiver. Information and observations that
help another person improve is constructive. Criticism that hurts the receiver is not.
Comments that are for the benefit of the reviewer are not constructive (venting
frustrations on a receiver, for example).

2. Descriptive rather than evaluative. Describe what is or what is not there. Describe your
observations, describe your reactions. Avoid or reduce your use of evaluative terms, and
always back up the ones you do use with ample description and explanation.

3. Specific rather than general. Locate specific examples, or incidents to critique. Use
these to support your observations. Generalizations, without specifics, are very difficult
to act upon.

4. Objective rather than subjective. This is often the most difficult guideline to follow.
Good critics use criteria to structure their evaluations. This results in more objective
critique. When offering a more subjective observation, label it as such, and phrase it as
an “I” message.

5. Aimed at identifying strengths and weaknesses. Growth, change, and improvement can
only be made if we offer observations about weaknesses. Most of us expect and desire
this when we seek critique. However, a good evaluator will also point out strengths that
we can depend on or build on. So, constructive criticism is both positive and negative.

6. Focused on behavior that the receiver can control, not on qualities of the person or
conditions out of the receiver’s control. It is pointless to critique conditions or traits that
the receiver can’t change. Restrict your comments to aspects that the receiver can
adjust or adapt to. Avoid personal attacks, and always keep the critique focused on the
skill not the person.

7. Best when it is solicited. Receivers are always more willing to accept criticism when they
ask for it! Give special attention to areas requested by the receiver. Offer unsolicited
advice tentatively and respectfully.
8. Well-timed. Usually, critique is best at the earliest opportunity. However, you must also
consider the receiver’s willingness or ability to receive, the time it takes to construct a
useful or adequate critique, the sequence of how you present the critique, etc. For
example, it usually works best to give positive critique first and negative critique next.

9. Limited. Criticism must be limited or the receiver will be overwhelmed and possibly
discouraged. Identify the most important concerns and share those, save the rest for
another time.

10. Giving suggestions and advice, not orders. Usually, the reviewer offers observations,
and leaves the responsibility and control of making changes to the receiver. There are,
however, some relationships in which the reviewer gives orders and the receiver feels
obligated to comply (i.e. a coach/trainer, an editor).

11. Best when verified with other observers. If several reviewers identify the same
weaknesses, the receiver may be inclined to attend to it more than if only one reviewer
considers it a problem.

12. Most useful when the receiver is open-minded, seeks clarification, and accepts the
reviewers viewpoint. Receivers have responsibility for the successfulness of constructive
criticism. They must approach the information with open-mindedness, respecting the
reviewers’ observations and suggestions. Receivers, must listen/read carefully and ask
for additional information if needed. Ultimately, the receiver must assume responsibility
for what he or she will do with the criticism offered.