In any workplace, constructive criticism is an important part of growth.
It’s not just about telling your employees what they’re doing wrong. It’s also about letting them know how they can improve their work and making sure they feel supported.
But that doesn’t mean it’s easy to give criticism without hurting someone’s feelings or making them feel overwhelmed by negative feedback. When you’re trying to be honest and helpful with your employees, it can be hard to know where to begin.
What kinds of things are appropriate to say? How do you keep the conversation productive? And above all, how do you make sure everyone feels safe?
In this article, I’ll share a list of 15 examples of constructive criticism in the workplace that will help you learn to give this kind of feedback the right way.
I’ll also break down the difference between constructive and negative criticism and provide you with a few tips to keep in mind.
Let’s dive right in!
Eye-Opening Differences Between Constructive Criticism and Destructive Criticism
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There’s a fine line between constructive criticism and destructive criticism in the workplace. It’s important to know that difference because it can make or break a company.
Constructive criticism is meant to help people improve and grow. It’s given in a supportive way and helps your co-workers and managers identify areas they need to work on.
It’s helpful, not hurtful, and it’s the kind of feedback that should be shared with everyone you work with on a regular basis.
In contrast, destructive criticism comes from a place of resentment or an inability to separate personal feelings from the workplace. It’s often fueled by jealousy or resentment and serves only to tear down people and hinder them.
If your words come out as shouting, or if you’re attacking the person instead of their actions (e.g., “Why did you do that?! That was stupid!”), then you’re giving negative criticism.
On the other hand, if you can clearly articulate why certain actions were wrong or problematic and put forth suggestions for how to correct them (e.g., “When you did X, I felt Y, so I’ve been thinking it may be easier for you to Z.”), that’s constructive feedback.
Foolproof Tactics for Giving Constructive Criticism in the Workplace
Now, constructive criticism is a tricky thing, especially in an environment where there are often very real stakes attached to critical feedback. It’s easy to get it wrong, and it’s easy to offend someone when you’re trying to be helpful.
What makes constructive criticism so hard? Well, for starters, it’s not easy to offer feedback that’s both honest and helpful without being offensive or upsetting.
It can also be hard to communicate with your coworkers without sounding like you’re pointing out flaws in their personality and skill set and assigning blame for why things didn’t go well.
So, how can you give feedback in a way that’s honest and assertive at the same time?
Here are some tips to help you out:
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1. Be clear and specific
The first step to giving constructive criticism is being clear about what it is you want to say. You might be thinking, “Isn’t that just common sense?” but the fact of the matter is people don’t always approach things with the level of clarity that you might expect.
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This clarity allows them to understand exactly what they need to do to make things right, rather than leaving them confused about what they’re doing wrong.
If we’re not sure what we want to say, we’re likely to ramble until our point comes across. Unfortunately, this could take more time than necessary and lead us to give out mixed messages instead of staying on topic.
For example, if you’re not happy with something that someone has done, don’t just say “your work on this project is terrible.” Instead, make it clear that you are giving them feedback on how they can do better next time: “I think we can improve our work on this project by working more closely with the design team before we begin coding.”
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2. Know when to deliver the message
If you have a problem with someone, it’s important to deal with it as soon as possible. If you wait too long and then bring the issue up, you’ll be perceived as being difficult to work with or even disloyal.
If your employee or coworker doesn’t remember the details of something that happened in the past, they may have a hard time seeing how they could have made things better. As a result, any constructive feedback will be pointless.
3. Deliver the feedback in person
If you want to give good constructive criticism in the workplace, one of the most important things you can do is deliver the feedback in person.
This is so much better than emailing or texting, because it allows you to explain what you’re trying to say, and it helps your recipient understand exactly what they did wrong and how they can improve.
You can also use body language and facial expressions to help people understand where you’re coming from when giving feedback – and even if they don’t agree with your opinion, at least they’ll know how you feel about it!
4. Start and end with a positive note
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It’s important to start by saying something positive about the person or situation you’re criticizing. This will help them feel less defensive, and they’ll be more likely to listen to what you have to say.
It’s also crucial to end your feedback by praising the person again, and telling them how their work can improve. This will reinforce your point and make sure they don’t feel demoralized by what you said earlier in the conversation.
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5. Don’t just list what’s wrong; suggest potential solutions too
If you want to give good constructive feedback in the workplace, try not to be a perfectionist or a nitpicker. It’s very easy to get wrapped up in pointing out all the ways something could be done better, but that doesn’t really help anyone.
Instead, try focusing on suggesting a clear path for improvement. Why? Because people are more likely to take your advice if it comes with a suggestion for how they can fix their mistakes.
They’ll feel like they have some control over the situation and that you’re not just telling them what to do – rather, you’re giving them the opportunity to figure out what needs fixing and how they might be able to do it on their own.
So, start by asking yourself: why did this happen? What could have been done differently? What can we do next time around?
For example, if someone asks you for your opinion on their presentation and tells you it’s boring and uninspiring, it can be tempting to just say that and move on.
But if you instead ask them what they think should change and offer some suggestions for how they might do that (i.e., cut down on the slides with information that isn’t relevant to the audience), then both of you will come away from the conversation feeling like there was more growth than criticism.
6. Don’t make it personal
This is the most important tip on this list because it’s the one that can make or break you as a manager or a coworker. You need to make sure the conversation is focused on the task and not the person.
This means that you should never make your feedback personal, even if the person in question has done something to you in the past that could be construed as unprofessional.
So, if you’re thinking about saying something like “You need to improve your work,” try instead to say like “I think this project could benefit from more attention to detail.”. Or, instead of saying “I’m disappointed that you didn’t deliver on time,” try saying “I’m disappointed that this project took so long to complete.”
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Constructive Criticism Examples in the Workplace
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Here are 15 examples of constructive criticism that you can use as a guide or inspiration:
1. An employee who’s missed a deadline
“Hey, [employee name]. I wanted to talk to you about your work on the [project name], especially since it’s been a bit of a rough week.
I know you’ve been working hard on this project, and I also know that things have been tough for you lately. You seem to be having trouble managing your time, and it’s taking a toll on your output.
I think that if we can figure out some ways for you to manage your time better, you’ll feel more confident in the quality of your work and less stressed out about deadlines. Is there anything we can do to help with that?”
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2. An employee who’s constantly late to work
“[Employee name], I’ve noticed that you’re always late to work, and it’s starting to become an issue. I understand that life happens, and sometimes things come up that are beyond our control.
But when we talk about your tardiness, it is a pattern of lateness rather than an isolated incident.
I know you’re busy, but I also know that you want to be a valuable member of this team, and we need our employees to be on time, so I’m concerned that you aren’t meeting our standards. Can we talk about how we can get you back on track?”
3. An employee with low productivity
“Hey [employee name]. Just wanted to let you know that we’re all working really hard to get things done around here, so it’s important for me to know if there’s anything that’s holding you back from doing your best work.
If there is, we need to figure out how to address it so that it doesn’t interfere with your productivity or disrupt other people’s work. Also, if you need to take some time off to take care of yourself, I totally understand.
What do you think?”
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4. An employee whose work isn’t meeting quality standards
“[Employee name], can I give you some feedback? I think you’re a key member of our team so there’s something I’d like to help you fix.
I’ve noticed that the last project you delivered didn’t quite meet our quality standards. I know that you’re working hard and trying to do your best, but we’ve been getting some complaints and I just want to make sure that we can get this resolved before it becomes a bigger issue.
So, if there is anything in particular you need, just let me know. I can help you go through the guidelines again, or give you some examples of what we’re looking for. ”
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5. A co-worker with a toxic behavior
“Hey, [co-worker name]. Can we talk for a second? I wanted to tell you about something that’s been bothering me.
The thing is, you’ve been talking down to people a lot lately, and it’s making me uncomfortable. I know you’re trying to be funny — and you are! –- but sometimes it just comes off as rude and offensive.
I’m not sure why you’re doing this; maybe you feel like you’re being treated unfairly or something. But this kind of attitude is bringing a lot of negativity to the team, and I know it’s affecting you too.
Look: we’ve been working together for a while now, so if there’s anything going on in your life right now that’s making you feel like this, please know that you can talk to me about it. I just want to help make things better for you and everyone else!”
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6. A coworker who doesn’t want to work on a team
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“[Co-worker name], I was just talking with [another co-worker] about what we can do to help make you more comfortable working with us. You’re really good at what you do, and we love to have you on our team.
But you usually prefer to work on your own and do things your own way, which is fine – but sometimes it can be frustrating for the rest of us when we’re left out of the loop.
Would it help if we gave you more feedback? Or maybe we should give you more autonomy over your tasks? We’re open to any suggestions!”
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7. A co-worker who doesn’t communicate well or at all
“[Co-worker name], I wish we had more open communication between us. The whole team is really invested in making sure we’re all working towards the same goals, but it would help if we could talk through issues instead of just letting them fester until they blow up into bigger problems later on down the road.”
8. A co-worker who shows no accountability
“[Co-worker name], I just want to give you a heads up: I’ve noticed that you’ve been struggling with meeting deadlines. It’s not uncommon for people who work in our industry to have trouble keeping track of their time, but when you’re the one responsible for setting those deadlines for others, it makes it difficult for them to meet them when you don’t meet yours.
If you need help getting organized and staying on top of things, I’d be happy to help!”
9. A co-worker with who you have a conflict with
“[Co-worker name], I’d like to talk with you about a problem that I believe has been going on for some time.
When we work together on projects, it’s clear that you’re very passionate about what you do. That’s great! But I think sometimes the way you explain things to me is a bit aggressive and confrontational. At least, it makes me feel intimidated.
I’m sure that’s not your intention – you just care so much about what you’re doing that sometimes the rest of the team feels like an afterthought. But I really want us to move forward together.
What do you think?”
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10. A manager who micromanages to the extreme
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“Hi [manager name], I just wanted to bring something up that I’ve been thinking about and wanted to talk about. I know you’re a great manager and that you always want us to be the best we can be, but I feel like sometimes you micromanage too much.
I noticed this because one of my team members brought it up when we were talking about how much they love working for you, but how much more productive they would be if they had more discretion over their day-to-day tasks.
It’s also really hard for me because I really appreciate your guidance, but I also value being able to learn through trial and error.“
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11. A manager who doesn’t give enough credit
“Hey [manager name], I wanted to give you some feedback about something. I know it’s a little personal, but the thing is, I’ve noticed that you don’t always give people credit for their work.
I know you probably have a lot on your plate, and seeing how much effort people put into their projects can be overwhelming. But I think it’s important to take note of that effort when it happens.
It’s not always easy to give credit where credit is due, but if you want to keep your team motivated and happy, then you need to find ways to show them you appreciate all they do for the company, right?”
12. A manager who’s overly critical
“[Manager name], can I give you some feedback? I really appreciate everything you do for me, you’re a great support here.
But lately, it seems like you’re always telling me what I’m doing wrong, but not how I can improve. And it’s making me feel pretty terrible about myself and my work.
I was wondering if you could give me your feedback in smaller, more digestible, and actionable chunks rather than all at once. I think this will make it easier for me to process your advice and implement it in my work.”
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13. A manager who doesn’t respect your boundaries
“Hey [manager name], I wanted to talk with you about something. I’m glad you wanted to speak with me about my work, but I want you to know that when we meet up in the office, it’s really important for me to feel comfortable and safe.
So when you ask me personal questions about my life outside of work or touch me without asking first, it makes it hard for me to focus on what we’re talking about.
I know you’re just trying to get to know me better, and I appreciate that. But sometimes it feels really invasive and it makes it hard to focus on my work.”
14. A manager who takes everything personal
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“[Manager name], I know that you have a lot on your plate, and I don’t want to add another thing to your list, but there’s something I wanted to tell you.
I was thinking about our last conversation and realized that you might be feeling defensive. When I say “defensive,” I mean that when anyone disagrees with or challenges you, it makes you feel like they’re attacking you personally.
For example, when [employee name] asked you for feedback on her project, you were really defensive and said some things that weren’t fair. Instead of focusing on what she did right or wrong and giving her tips for improvement, you just got mad at her for asking for feedback in the first place.
I think this is something we need to work on together because it’s affecting our ability as a team to succeed.”
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15. A manager who doesn’t take the time to guide or train staff
“Hi, [manager’s name]! Can I talk to you for a second?
I just wanted to touch base with you about the way you’re handling [staff member’s name]’s work. I’ve noticed that you’re not really giving him any guidance or training, and he’s been struggling with a lot of his assignments lately.
I think it’d be great for him if you took some time to sit down with him and explain how you’d like him to go about completing tasks. Not only will that help him do better work, but it’ll also give him more confidence in himself and help him feel more connected to the team.”
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The Bottom Line: Choosing Criticism That Cultivates Growth, Not Resentment
Constructive criticism can help improve relationships between coworkers and make work less stressful for everyone involved.
If there are any issues at work that need to be resolved, using these examples can help guide conversations toward productive solutions instead of conflict escalation.
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