Constructive feedback

Nobody likes to be criticized. This may be because the term “criticism” already has a negative connotation. The term feedback, on the other hand, sounds friendlier and suggests more general advice.

It is always nicer to celebrate achievements than to accept failures. However, as is well known, one learns more from mistakes than from success. In order to improve performance fundamentally, failures need to be pointed out and existing difficulties need to be addressed. Only through constant adjustments can improvement actually be achieved.

If feedback is used correctly as a communication tool, i.e. in the form of constructive criticism, the following outcome can be achieved:

Not only the employee’s know-how and working methods are improved, but also social skills.

A new employee has the opportunity to better integrate into the company structures through feedback.

The employer shows the employee that he wants to develop his work potential together with him.

A company can use an open communication and regular feedback sessions to avoid misunderstandings and frustration. In this way, feedback discussions also support the relationship between employees and their superiors by enabling goals and requirements to be clearly defined. Employees’ wishes and concerns can also be properly addressed in order to achieve the intended performance together. Unspoken disappointments or even annoyances can permanently worsen the working climate between individual colleagues or even across departments. Therefore, an open and comfortable environment is important in this type of discussion, so that areas of conflict can be addressed without worries and optimization strategies can be developed.

Those who meet their counterparts honestly but with the necessary empathy will see that criticism no longer has to be negative in the future. Appreciation, honesty and the identification of alternative solutions are the key to long-term success!