People prefer to hear benevolent statements about their qualities or about the results of the work done. But sometimes it is difficult to do without comments, especially when it comes to managing a team and solving production problems. One of the secrets of effective communication is the ability to use the rules of constructive criticism.
Assess the situation correctly
The reason for criticism is most often a specific situation in which a person made a mistake. Before making comments, it is necessary to understand whether, in principle, this situation can be changed. There will be no use from a negative assessment if it is not possible to correct the situation. In this case, it is best to refrain from criticism altogether, limiting ourselves to expressing regret for what has already happened, but cannot be changed.
Choose a place and time for criticism
One of the main rules of constructive criticism is choosing the right place and time for a conversation. Publicly expressing dissatisfaction with the actions of an employee or, for example, a marriage partner, can cause legitimate irritation and open aggression. Observations are best done in the absence of bystanders, in private. In this case, it is more likely that the person will be in a positive mood for the conversation and will perceive the criticism adequately.
Start with praise
Criticism will be constructive if you start by praising the wrongdoer. At the beginning of the conversation, it is best to pay attention to the strengths of his personality and express appreciation for the real merit. This beginning of communication removes the psychological barrier and sets you up for positive emotions. Therefore, the fair remarks made after the praise will be perceived without tension and aggression, which may well destroy the relationship.
Be objective
When expressing critical remarks, one should be as objective as possible. The assessment of a person and her deed, of course, can be influenced by the attitude towards the one who made a mistake, for example, personal dislike. But displeasure should be expressed about a specific event: shortcomings in work, misconduct, and so on. The transition to personalities, in which the critic focuses not on the objective aspects of the activity, but on the character traits of the criticized, in many cases results in an interpersonal conflict.
Give a chance
Since you started criticizing the person for something that can be changed, give him the opportunity to correct the mistake. Discuss the situation together and outline ways to change it. If necessary, offer your help. This attitude towards constructive cooperation makes it possible to point out mistakes in the correct form.
After such competent criticism, a person will not only be able to "save face", but is quite capable of increasing his self-esteem. The main advantage of a constructive approach to criticism is that it maintains relationships, reduces the likelihood of destructive conflicts and maintains high efficiency in performing production tasks when it comes to business communication.
