Allow yourself to criticize in business: the guide to constructive criticism

How to provide constructive criticism without undermining your team

Discover 4 keys from positive psychology for feedback that builds trust.

Do you ever adopt a point of view different from that of your colleagues when you examine a situation? The answer is most certainly yes. The real question is: how do you express it?

By nature, criticism is neither negative nor positive. Better: when it serves the common good, the collective interest, the innovation and creativity of your employees, it becomes constructive, even productive. The challenge is therefore not to avoid criticism to protect oneself from internal conflicts, but to develop a climate of trust allowing the benefits to be reaped, in a win-win spirit.

Discomfort, stress and disengagement in business are very often linked to a communication problem. The work of psychology researcher Shelly Gable on interpersonal communication has shown that the choice of words and the way of expressing them have a direct impact on the quality of relationships and collective performance. So, how do you provide criticism without making your interlocutor feel attacked or shy away? Here are 4 concrete keys.

1. Base criticism on facts, not on the person

Criticism must be based on objective facts, without directly attacking the person or the project to which it is addressed. Before you begin, identify and clarify the unmet need: why do I disagree?

Prefer the pronouns “I” or “we” rather than “you” or “you”, which have a more accusatory connotation. Saying “I wonder about this choice” opens the dialogue; saying “you did it wrong” shuts him down.

2. Ask open-ended questions rather than asserting

Learn to question. Ask open-ended questions to allow your interlocutor to defend and argue their own point of view. These questions not only call for the development of thought: they also indicate your interest and your consideration.

Show empathy and kindness to encourage reciprocity. An employee who feels listened to is much more likely to hear disagreement.

3. Value failure as a learning lever

Value failures for what they really are: opportunities to learn and bounce back. Encourage your employees to step out of their comfort zone, to help each other, to try new approaches, in short, to cultivate a development mindset (growth mindset).

A team that is not afraid of failure innovates more and communicates more honestly about its difficulties.

4. Respect the positivity ratio 1/6

Be sure to maintain a good positivity ratio with your team. One of the criteria for this ratio is the ratio between the number of negative and positive comments addressed to the same person. According to research on the subject, the performance threshold is around 1 to 6.

Focusing on the negative is energy-consuming, for you and for your team. recognition has its place.

In summary: a question of balance

It’s ultimately all about balance. To be constructive, criticism must skillfully juggle different interpersonal needs: encouraging creativity by opening debate, while creating connections (team cohesion) and meaning. Cultivate a positive and optimistic posture, and share it: it's contagious.

Want to go further? Positran supports HR teams, coaches and professionals in the medical sector thanks to support games designed to sustainably anchor these positive communication reflexes.

Discover our support games: