Drudging through work once again and wondering about some fundamental aspects of management: evaluation and feedback. Feedback during my evaluations falls into this handy blanket term of 'constructive criticism.'
Constructive criticism is an odd topic. In the most basic terms this feedback is given when you see something that is not working and you make a small comment with the intention of correction or at least acceptance of said defect. The constructive portion of this comes from the understood caveat that this negative is going to build into or comes packaged with a positive. The danger here is that if you are too 'constructive' the problem is overlooked and if too 'criticismy' you end up looking... well... 'douchey.'
So I begin to wonder... when does criticism cease to be criticism and start being just 'douchey.' To start with constructive criticism should not be about entirely changing how someone does something; it should be a catalyst to change only... a nudge in the right direction. Who will change direction happily when they are told everything is wrong? Who would think positively when they are told they are utterly and hopelessly lost? No one gets up and says 'today I am going to be useless' well not usually at least. I always like to say something like 'this doesn't work well. Try approaching it differently from X,Y, or maybe Z. Think about it and see if another way would work better towards our goals.' This way I am acknowledging that something is not working and giving them the choice of how to fix it... just nudging. Of course I am talking about a minor problem here obviously this approach would not work for something like gross neglect of duties.
Keeping positive is another great way that we can both succeed or fail in our feedback. Saying something like 'your work sucks, but I mean that constructively' isn't going to cut it in most circumstances. In fact you will likely be responsible for that person getting depressed rather than 'shaping up.' I believe in having positive remarks for positive change, thus i change my vocabulary slightly. It is much better to say 'this could be better' rather than 'this couldn't be much worse.' Of course there are times or problems that are so big or so major that 'douchery' is the best medicine, but perhaps that is better for another day.
On the flip side of this whole debate is that criticism no matter how positive or constructive needs to be received well. Any feedback that does not meet an open and receptive mind is a waste of time for all parties involved. In summary the easiest way to give improving feedback is to see what mistakes have been or are being made and then suggest on strengthening those areas up. Keep positive and avoid being a complete ass or know-it-all. You can save your 'douche-osity' for larger battles.... like board meetings.
Constructive criticism is an odd topic. In the most basic terms this feedback is given when you see something that is not working and you make a small comment with the intention of correction or at least acceptance of said defect. The constructive portion of this comes from the understood caveat that this negative is going to build into or comes packaged with a positive. The danger here is that if you are too 'constructive' the problem is overlooked and if too 'criticismy' you end up looking... well... 'douchey.'
So I begin to wonder... when does criticism cease to be criticism and start being just 'douchey.' To start with constructive criticism should not be about entirely changing how someone does something; it should be a catalyst to change only... a nudge in the right direction. Who will change direction happily when they are told everything is wrong? Who would think positively when they are told they are utterly and hopelessly lost? No one gets up and says 'today I am going to be useless' well not usually at least. I always like to say something like 'this doesn't work well. Try approaching it differently from X,Y, or maybe Z. Think about it and see if another way would work better towards our goals.' This way I am acknowledging that something is not working and giving them the choice of how to fix it... just nudging. Of course I am talking about a minor problem here obviously this approach would not work for something like gross neglect of duties.
Keeping positive is another great way that we can both succeed or fail in our feedback. Saying something like 'your work sucks, but I mean that constructively' isn't going to cut it in most circumstances. In fact you will likely be responsible for that person getting depressed rather than 'shaping up.' I believe in having positive remarks for positive change, thus i change my vocabulary slightly. It is much better to say 'this could be better' rather than 'this couldn't be much worse.' Of course there are times or problems that are so big or so major that 'douchery' is the best medicine, but perhaps that is better for another day.
On the flip side of this whole debate is that criticism no matter how positive or constructive needs to be received well. Any feedback that does not meet an open and receptive mind is a waste of time for all parties involved. In summary the easiest way to give improving feedback is to see what mistakes have been or are being made and then suggest on strengthening those areas up. Keep positive and avoid being a complete ass or know-it-all. You can save your 'douche-osity' for larger battles.... like board meetings.
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