Performance Review Templates (Page 27 of 35) in pdf

THE POWER OF CRITICISM

If you’ve ever had to criticize the work or behavior of one of your employees, a coworker, or a

supervisor, you know how difficult it is. Criticism carries a sting and the sting hurts! Yet, avoiding

criticism can lead to greater conflict or even outright sabotage, offering little relief. Criticism may be

an important problem-solving tool. We need to recognize it can be an early warning signal of greater

conflict. Criticism can also be a valuable form of communication if used with sensitivity.

Here are some suggestions for the next time you need to give criticism and avoid its destructive

potential.

DISHING IT OUT . . .

1. Be Clear About Your Goal. If your goal is to punish the other person, be prepared for a negative

outcome. If, however, your goal is to solve a problem or improve a behavior, approach the interaction

in this way and expect a positive outcome. Looking at how things can be improved in the future is

likely to be more constructive than blaming someone for past actions.

2. Be Considerate. Find a time and a place that are mutually satisfying and private. Tell the person

that you have something important you want to talk with them about. Whatever you do, don’t make

this a public event.

3. Be Direct. Don’t beat around the bush or begin your message with words or phrases that

downplay its importance. Simply share your concern in a direct and straightforward manner.

4. Be Specific. Identify specific incidents so the receiver understands precisely what is bugging you

and how his or her actions have affected you. Making vague statements like, “Your work has been

lousy lately.” or “You never have any time for me.” isn’t very helpful.

5. Be Supportive. Demonstrate through words and body language that you care about the other

person and that you want to strengthen the relationship. Help the other person develop positive

changes. Don’t simply offer them a list of what they’ve done wrong.

6. Be Timely. Speak to the person as soon as possible after the event. Don’t let criticism pile up and

feed your anger. Besides, waiting is unfair to the person and only serves to reduce your impact.

7. Speak for Yourself. Don’t be a spokesperson for the criticism and complaints of others. Instead,

speak entirely from your own experience. An exception to this rule might be in the case of supervisors

who have a responsibility for the overall functioning of a work unit or bureau, and thus, a responsibility

to act on the criticisms of others.

8. Don’t Expect Miracles. You can reasonably expect that the other person will listen to you and

consider your concern. It is not reasonable to expect the other person to fully agree with you, or, if

they do, to change overnight. There may be good reasons for a person’s behavior. Be open

to a wide range of responses.

Performance Review Templates Page 27