Constructive Criticism

• Constructive criticism:
• Provides tangible information that helps employees improve their behavior
• Emphasizes results
• Discusses specific problem areas that require change rather than attacking the
whole person
• Doesn't indulge feelings; sticks to facts
• Only discusses behaviors that are changeable
• Is offered in calm, unthreatening vocal tones
• Makes room for discussion with employees about the benefits of changed
behavior
Destructive Criticism
On the other hand, destructive criticism:

• Often makes judgments, accusations, and exaggerations

• Makes negative assumptions about employees or their intent
• Tends to be general rather than specific
• Can be unrestrained
• May discuss things that aren't changeable, such as an employee's essential personality
• Can involve yelling, condescension or threats
• Diminishes room for discussion with employees, relying instead on giving advice or
commands
GENERALIZATIONS:
Ultimately, constructive criticism is more likely to
lead to self-reflection, while destructive criticism
is more likely to lead to unhelpful blaming.
Whether understanding criticism styles or
evaluating the sandwich method, business
leaders should consider this information as
important tools for their wheelhouse.