Feedback, not Criticism

In a workplace, whether it’s a library or some other organization, we need rules for employees, and we need to get along and work together. Really, it’s the same as in a home and family. We need to meet certain standards of behavior.

disagreementAnd when someone doesn’t meet those standards, they need feedback. Let me repeat, they need feedback that can help them improve. They do not need criticism.

Feedback is providing information about your reaction to a product or to a person’s actions, to be used as a basis for improvement.

Jesse Lyn Stoner once again provides us with a useful article on Criticism, Boundaries, and Useful Feedback.  To get the full benefit, you’ll want to read the whole article. But for a preview, here are some of the tips she suggests for giving feedback:

  1. Be specific.
  2. Direct feedback toward behavior the receiver can do something about.
  3. Timing is important.
  4. Make sure your communication was clear.

 

Advertisements
This entry was posted in Acceptable Behavior, Communication, Employees, Management, Performance Reviews, Supervision and tagged , , . Bookmark the permalink.

2 Responses to Feedback, not Criticism

  1. Kerri says:

    I love this. Thanks for sharing it!

    Like

Join the discussion!

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s