Overview
In this module, you’ll learn how to provide negative feedback constructively. By focusing on improvements rather than faults, you can encourage positive change and growth.
To access the non-conforming version of this module, see Constructive criticism learning module.
Below is the transcript for the Constructive criticism YouTube video.
Transcript
[Background music plays for the duration of the video.]
[Visual: Workplace Strategies for Mental Health, compliments of Canada Life logo fades in and then out.]
[Visual: A video of an employee receiving feedback and is clearly frustrated appears.]
When we receive feedback or criticism, that's negative in tone, it can feel like we're being scolded or disrespected. This can cause us to react with hostility, frustration, or conflict. It can also make us less open to considering any part of the feedback, even information that can help us grow and learn.
[Visual: A video of the same employee is now working on a video call and is happy appears.]
If your intention is to help others grow and learn, there is a way to give feedback that is more likely to be considered.
We call this constructive criticism. It helps to encourage change by focusing on what can be done differently, not on what's “wrong”.
[Visual: An illustration of a person and checkmark is animated onto the screen and the word “Timing” fades in and then out]
Timing is key. Before giving feedback, ask yourself:
[Visual: A video a team of employees working collaboratively appears.]
Is now the right time? If the person is frustrated or overwhelmed, if they've just put a huge effort in and are exhausted or celebrating, or if there are others who would witness your criticism, it may not be the right time.
[Visual: A video a leader talking one-on-one with an employee appears.]
Is it necessary? Do you really believe the criticism would be helpful? Is it more likely to cause stress than growth? In fact, criticism may not be necessary at all. You may just need to ask what would you do differently next time?
[Visual: A video of a woman talking in an office appears.]
If you feel that the time is right and the feedback is necessary? The following tips will help you ensure that any criticism is constructive
[Visual: An illustration of a playbook is animated onto the screen and the words “Desired outcome” fades in and then out]
By clearly explaining the desired outcome, rather than pointing out what you believe they're doing wrong, you're opening the conversation with a shared understanding of the goal.
This also helps prevent triggering defensiveness, or making it personal rather than about the desired outcome.
[Visual: A video of two employees at a café talking appears.]
For example, rather than saying “I don't like the way you speak to me”, you could say “I want to improve the way we communicate”.
[Visual: An illustration of speech bubbles is animated onto the screen and the words “Acknowledge what you value about the person” fades in and then out]
Acknowledging what you value and appreciate about the person helps set the tone for the conversation. It shows that the intention is not to attack them or trigger defensiveness.
[Visual: A video of two people working together outside on a laptop and tablet appears.]
For example, you might say, “I can tell that you're trying to make this project a success. I can see the effort you've put in.”
[Visual: An illustration of 2 people talking is animated onto the screen and the words “Listen at least as much as you talk” fades in and then out]
In constructive criticism. You want to listen at least as much as you talk.
[Visual: A video of two women talking and one is listening attentively appears.]
Instead of saying, “This is how I want you to communicate with me”, you might say, “How do you think we could improve our communication? What would work well for you?”
Stay silent for a count of five or more to give them time to reflect and answer. This gives you an opportunity to build on or reinforce their thoughts before adding your own.
[Visual: A video of two people working at a computer appears.]
When the conversation is focused on potential solutions, rather than criticizing the person, it's more likely the individual will feel encouraged to try something different
End constructive criticism with appreciation.
[Visual: A video a leader smiling and showing appreciation while talking to an employee appears.]
Using the example of improved communication, you might say “I value our relationship, these small changes will make it even stronger.”
[Visual: An illustration of a hand with the thumb up and a checkmark inside is animated onto the screen and the words “Encourage” fades in and then out]
Constructive criticism encourages and supports positive change. By choosing the right time, focusing on outcomes or solutions instead of personal flaws or mistakes, and making it a conversation, not a lecture, you make it easier for everyone.
[Visual: The Workplace Strategies for Mental Health, Compliments of Canada Life logo animates in and out.]
[The music fades out.]
[Visual: In white writing on a teal background, the following message appears: “Search for other useful tips on the Workplace Strategies website. clwsmh.com/elearning.”]
Describing constructive criticism
When we receive feedback or criticism that’s negative in tone, it can feel like we’re being scolded or disrespected. This can cause us to react with hostility, frustration or conflict. It can also make us less open to considering any part of the feedback – even information that can help us grow and learn.
If you’re intention is to help others grow and learn, there is a way to give feedback that is more likely to be considered.
We call this constructive criticism. It helps to encourage change by focusing on what can be done differently, not on what's "wrong."
Below are some concepts and skills to help with understanding constructive criticism.
- Timing. Is this the right time to provide feedback?
- Desired outcome. Focus on solutions rather than simply criticizing
- Acknowledge. Tell them what you value and appreciate about them.
- Listen. Make it a conversation.
- Encourage. End the conversation on an encouraging note
Why constructive criticism matters
Constructive criticism fosters growth by reducing defensiveness and encouraging positive change.
Criticism can make people feel defensive. Constructive criticism is different because it aims to reduce defensiveness, prevent conflict, and protect relationships.
By using a psychologically safer approach, constructive criticism strives to encourage and motivate people to make positive changes. The key difference is that negative feedback only points out what someone is doing wrong, while constructive criticism starts a conversation about what they can do differently.
While this won’t eliminate defensiveness all of the time, it makes it more likely that people will receive the feedback as supporting their growth and improvement.
Think about a time you received criticism. Was it constructive or destructive? What made the difference?
Timing
Timing – is this the right time and place?
Timing is key. Before sharing criticism, ask yourself:
- Is it the right time and place for criticism? If the person is frustrated or overwhelmed, if they’ve just put a huge effort in and are exhausted or celebrating, or if there are others who would witness your criticism, it may not be the right time.
- "Choose a private, calm moment for the conversation."
- "Ensure both you and the other person are in the right mindset."
- Is it necessary? Do you really believe the criticism would be helpful? Is it more likely to cause stress than growth?
- "Ask yourself: Will this criticism be helpful?"
In fact, criticism may not be necessary at all. You may just need to ask, “What would you do differently next time?”
Scenario
You have a coworker who consistently misses deadlines, which impacts you getting your work done on time. When should you choose to offer criticism?
- a. When they’re working as hard as they can to meet that deadline.
- b. When your emotions are running high.
- c. When they’ve just received recognition for the quality of their work.
- d. During a team meeting.
- e. Privately, when both of you are calm.
Answer:
- e. When constructive criticism can be a calm and private conversation, the outcomes are often much more productive.
Desired outcome
Effective feedback targets solutions, not individuals.
- Define a clear goal and explain how success will be measured if this is a performance-related issue.
- Offer a solution, rather than just pointing out what the person did wrong.
Match the poorly phrased criticism to a constructive solution.
- "You always interrupt in meetings." - “Writing your emails in bullet format makes it easier for people to scan for information.”
- "Your emails are a mess." - “It’s sometimes hard to know when someone is finished talking. It’s helpful to wait at least 3 seconds before responding to others in meetings.”
- "You're rude to me in front of the team." - “I value your feedback, but I’m wondering if we can set up a private conversation where I can really hear you, rather than just reacting in a team setting.”
Answer:
- "You always interrupt in meetings." to“It’s sometimes hard to know when someone is finished talking. It’s helpful to wait at least 3 seconds before responding to others in meetings.”
- "Your emails are a mess." to “Writing your emails in bullet format makes it easier for people to scan for information.”
- “You’re rude to me in front of the team. to “I value your feedback, but I’m wondering if we can set up a private conversation where I can really hear you, rather than just reacting in a team setting.”
Acknowledge
Recognize strengths before giving feedback. Highlight what you appreciate about the person or their efforts prior to discussing areas for improvement.
You may find it difficult to express appreciation for someone who:
- Has made you look bad
- Has caused stress or strain on you or others
- Seems angry or combative
- Has demonstrated their incompetence
Consider the following:
- They may be struggling with personal, health or workload issues.
- Your expression of appreciation could be, “I know you’ve got a lot on your plate right now and I appreciate you showing up.”
- They may lack the necessary knowledge or skills to do the task well.
- Your message of appreciation could be, “You’ve done the best you can with what you’ve learned so far.”
Begin with positive feedback to create a supportive environment for improvement.
Listen
Listen - make it a conversation, not a lecture
- Ask open-ended questions to invite discussion.
- Be open to the other person’s perspective.
- Avoid making assumptions—their side of the story matters.
In constructive criticism you want to listen at least as much as you talk. Instead of saying “This is how I want you to communicate with me” you might say “How do you think we could improve our communication? What would work well for you?”
Stay silent for a count of five seconds or more to give them time to reflect and answer. This gives you an opportunity to build on or reinforce their thoughts before adding your own.
What are some of the reasons why constructive criticism should be a conversation rather than a statement or a lecture?
- Doesn't trigger defensiveness.
- Asking their opinion on what they'd do differently may feel less like an attack.
- Generate more solutions.
- Your solution may not be the best one for them.
- Get commitment instead of compliance
- When someone is involved in the solution, they're much more likely to commit for the long term.
Prioritize listening and ask for input to foster collaborative communication.
Encourage
Finish with encouragement, showing belief in their ability to improve.
- Show confidence in their ability to make changes.
- Offer support rather than just pointing out mistakes.
- Remember that feedback is about growth, not punishment.
When the conversation is focused on potential solutions rather than just criticizing the person, it’s more likely the individual will feel encouraged to try something different.
End constructive criticism with appreciation.
Using the example of improved communication, you might say “I value our relationship, and these small changes will make it even stronger.”
Scenario
You’ve provided constructive criticism, but the other person still looks discouraged. How might you end the conversation with encouragement?
- a. “I’m only telling you this for your own good. If you don’t make improvements, I’m worried you’re going to fail.”
- b. “You don’t have to take my advice, but I’ve had many more years of experience and know what I’m talking about.”
- c. "We never stop learning and growing. Take what is helpful for you from this conversation and do what supports your success. I’m here if you need anything."
- d. “Do what you want, it doesn’t matter to me. This is your career and your decision.”
Answer:
- c. By expressing your confidence in their ability to grow and choosing success for themselves, you're encouraging them. If you are truly able to continue to support or help, you can also offer it.
Conclude positively, expressing confidence in them and providing support.
Apply what you've learned!
Think of a situation where you might give feedback soon. How will you apply what you learned?
Knowledge check
See Responses below to see the answers to the following 3 questions.
- True or False. Giving constructive criticism helps us to avoid misunderstandings and conflict, and it also motivates people to make changes.
- What’s the difference in intention between negative feedback and constructive criticism?
- a.You’re judging or evaluating someone or something
- b. You’re hoping to motivate change
- c. You’re avoiding triggering defensiveness
- d. All of the above.
Responses
- True. Giving constructive criticism helps us to avoid misunderstandings and conflict, and it also motivates people to make changes. On the other hand, if we are critical, make it personal or about character, people are less likely to stay open to hearing your point of view or work towards doing things differently.
- c. You’re avoiding triggering defensiveness – While there’s no guarantee that someone won’t become defensive, constructive criticism offers a sincere attempt to provide feedback in a way that is more encouraging and psychologically safer.
Tip sheet and resources
- Constructive criticism webpage
- Constructive criticism YouTube video
- Constructive criticism microlearning module (non-conforming)
- Express emotions constructively webpage
- Interpret negative feedback accurately webpage
- Practice non-judgmental interpretations webpage
- For more Microlearning modules like this one
We welcome your feedback on this module or any of our resources. Please contact us with your suggestions.