Tips on Offering Constructive Criticism to Employees

Dr. Greer: I always thank the employee for their comments and tell them that I will certainly consider what they have said. I also tell them that they should feel free to talk to me about any issues in the practice that might need to be addressed. Never act in a condescending fashion, and always act professionally and thoughtfully when an employee comes to you with a problem.

Ms. Selby Long: Check your emotions, and remind yourself immediately that feedback is a gift. It takes tremendous courage for an employee to give constructive criticism. But unless you have trained employees and encouraged it, they may not come to you in a constructive-sounding manner. Remember that all gifts don’t come nicely wrapped with a bow. It is key that you say and mean, “Thank you so much for your feedback. I know that it can be challenging to give me feedback. I appreciate it very much.” If you feel that you can act on it right away, say so. If you’re not sure, say, “I will reflect on this and think about what I will do about it.”

The Gift that Should Keep on Giving

One final thought is to not limit criticism to only when an employee needs to improve—there’s such a thing as positive criticism, too.

“Give feedback all day, every day. Employees need to have between three and four positive messages regarding their work for every constructive message you give them,” Ms. Selby Long says. “When the scale tips too far in the direction of criticism, even if it’s constructive, it begins to eat away at someone’s confidence that they can ever perform to your satisfaction.”

Karen Appold is a medical writer in Pennsylvania.