October 17, 2025 • 14 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
‘’How to give constructive criticism”
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Sources:
asana.com/resources/constructive-criticism
https://www.indeed.com/career-advice/career-development/constructive-criticism
https://www.betterup.com/blog/how-to-give-and-receive-constructive-criticism-at-work
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:43):
Good evening everyone, Welcome to the New Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcast for the ever evolving word of HR.
This podcast is a vain of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
gen z at workplace. If you missed it, be sure
to check it out. Let me ask you a question.
(01:29):
If someone isn't performing as expected, I'm sure you have
faced the dilemma like how do you tell them that
what they are doing isn't it right without hurting their feelings?
Or like you probably think that how do you give
feedback that actually helps rather than discourages. So today we
(01:56):
will see how to initiate this difficuled phase of conversation.
Today we will discuss how to give constructive feedback. So
before we begin, let's start by let's start by discussing, like,
(02:18):
what is constructive criticism? So it is a feedback method
where we give recommendations to do actions or changes for
a positive outcome. It is clear, honest, specific, and actionable.
We don't target someone's personality or character in this criticism.
(02:40):
Constructive criticism basically aims at positive improvement in recipients behavior.
Let's see some points on how to give a constructive feedback.
Number one, use eye statements. When using ice statements, it
(03:02):
gives more focus on the situation rather than to the person.
By using ice statements, you are indicating that you are
just sharing your thoughts and opinions, and in this way,
the receiving end won't feel that they are being targeted
or they have to defend themselves. Using ice statements can
(03:26):
make the entire feedback session more productive. For example, if
you find someone's presentation is without any effects or music,
you can say that I think that a little bit
of effects and music can make your presentation more engaging,
because sometimes I end up producing my interest level if
(03:47):
there are no sounds or if they are nothing to
if there are no effects. Number two, don't use sandwich method. Now,
in the sandwich method, you start off the positive note
mention a constructive criticism, then finish off with another positive comment.
(04:13):
And I think this method is not very effective when
we are giving a constructive feedback because when you're criticizing,
you should be honest. You don't have to sugarcoat things
you should you should be You should be focusing on
how to make your feedback more specific and more and
(04:39):
towards the steps that could be more helpful for the person.
The third is provide actionable feedback. Give a feedback in
which a person can improve, tell them what they can
do to improve in the next stage, and always tell
them that you are like you are ready to discuss
(05:01):
their ideas or you are ready to you are ready
to listen their their perception also or their side also.
The fourth one I have is don't publicly share your
feedback Now, criticism are hard to take and in order
(05:22):
to have a successful feedback, there should be an open
conversation and open dialogue and to discuss how a person
can improve. In public. The person might feel ashamed, embarrassed
or he or he could feel like he could his
(05:44):
feelings could be hurt and they might not take that
criticism so well. So don't share your feedback publicly. The
next is make it as a conversation. The best feedback
is collaborative. You don't feed, you don't give feedback to
(06:06):
someone just to just to just to make them feel
bad or just to point out their weaknesses. You give
feedback to improve the other person. So and feedback should
be collaborative and make sure that the receiving end is
(06:27):
feeling free to ask questions on why do you feel
so and how they can improve themselves. Now, before we
move further, let's take a short break. We will be
back soon.
Speaker 2 (06:46):
Are you enjoying the New High show on education? If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights such a case not work, or email
us at info at New Heights education dot org. Listen
in on Wednesdays for Education in the News with hosts
(07:08):
pam La Clark at six pm and Fridays for our
Empowering HR and the Workforce with host Manya Shukla.
Speaker 3 (07:16):
At seven pm. And don't forget to check out our
organization's website for the latest updates on courses, reading programs,
comic books.
Speaker 4 (07:27):
Magazines, informational services and happenings for even to learn how
you can become a volunteer, consider donating to our calls
at www dot New heights education dot.
Speaker 1 (07:40):
Org welcome back listeners. So moving on to the next
point is your feedback should be I'm sorry. In your
feedback you should appreciate the posts, so the criticism should
(08:02):
not be all about negatives. Where you think that the
person has done well, appreciate them. The next point is
don't give any surprises in the feedback. So feedback sessions
might already make person anxious and stressed, and in those
sessions there should be no surprises. If there is something
(08:24):
which they are not expecting, if there is something like
which is not which is not good for them, then
the situation could be a little bit a little bit difficult.
But yes, if the surprises are good, then then the
situation is then also the other person wasn't expecting it
(08:45):
is so the situation might be positive, but it is
good to not have any surprises during feedback sessions. Feedback
sessions should only be there to give feedback, to give
improvement points, to make them aware to how to grow
(09:05):
and there should be no surprises and so let them
know that in the feedback feedback sessions there will be
only feedback and no surprises. Coming on to the next
point is give feedback in timely manner. So if the
(09:26):
wait is too long for the feedback, it might get
less relevant. So always give feedback on time to make
it more useful. For example, if you think that a
situation has occurred where your feedback is important, so try
to give the feedback in two to three days or
maximum like to like two to maybe five days. But
(09:50):
it should not be it should not be. In my opinion,
it should not be exceeded more than that, otherwise then
it will become a less a less relevant. So make
sure to give your feedback in a timely manner. And
if you have any uh according to your organization, if
(10:11):
you have any practice of giving a monthly feedback or
a three months free feedback, so do it on a
timely manner. Do not delay your feedback. The next is
think before giving feedback. So even even as a manager,
even if you think that all of a sudden, all
(10:34):
of a sudden you think that, okay, I can I
can give this point to this person so that they
so that they can improve or I can help them,
even if this point is coming abruptly in your mind,
just keep that thing to yourself and and think and
note it down and before scheduling the feedback sessions, ask
(10:59):
yourself that is this feedback something that will help them improve?
Do they need to hear this feedback? Will this be
relevant at this situation? And am I prepared to help
them like brainstorm how to improve? And what if any
(11:20):
next step can the person take. So these are the
four questions that you should always consider before scheduling a feedback. Now,
the last point is, and this is a very important point,
is that keep your tone friendly and maintain your body language.
(11:43):
So you're providing a feedback in order to help the
person to improve. Okay, So even if even if the
feedback is hard to give, make sure that your body
language is positive and your tone is right. You should
not sit like crossing your arms. You should not You
(12:04):
should not sound too loud, or you should be you
should be you should be friendly and and you should
be You should make that person comfortable so that he
can also share or they can also share their perspective
about like what they think or if they did something
(12:27):
which wasn't expected, what is what was the reason behind
that and what what is there thinking about that situation?
So it should be the feedback is up is a
is a dialogue it is. It is not a one
sided conversation. So again yeah, keep your tone friendly and
(12:49):
uh make it as an open conversation. So yes, these
are the ten tips which can help you to give
to give constructive criticism, uh to anyone in your workplace,
in your personal life. So the next time, next time
and you give a feedback, just remember that it is
(13:12):
not about pointing mistakes. It is about helping someone grow.
And the way you say things, the way you put
things in front of the person makes makes makes a
lot of difference. So yes, that's all for today's episode.
I hope you liked it and thank you so much
(13:34):
for tuning in. Have a great weekend. Thank you Mute
(14:04):
and
Speaker 3 (14:05):
Nat very Ne.
Good evening everyone, Welcome to the New Heights Show on education.
My name is Manya Shukla and you are with me
on the another episode of Empowering HR within the Workforce,
your go to podcast for the ever evolving word of HR.
This podcast is a vain of sharing insights on building
a more effective and efficient workforce while also focusing on
(01:06):
your personal growth. If you tune into our previous episode,
thank you so much for your support. We talked about
gen z at workplace. If you missed it, be sure
to check it out. Let me ask you a question.
(01:29):
If someone isn't performing as expected, I'm sure you have
faced the dilemma like how do you tell them that
what they are doing isn't it right without hurting their feelings?
Or like you probably think that how do you give
feedback that actually helps rather than discourages. So today we
(01:56):
will see how to initiate this difficuled phase of conversation.
Today we will discuss how to give constructive feedback. So
before we begin, let's start by let's start by discussing, like,
(02:18):
what is constructive criticism? So it is a feedback method
where we give recommendations to do actions or changes for
a positive outcome. It is clear, honest, specific, and actionable.
We don't target someone's personality or character in this criticism.
(02:40):
Constructive criticism basically aims at positive improvement in recipients behavior.
Let's see some points on how to give a constructive feedback.
Number one, use eye statements. When using ice statements, it
(03:02):
gives more focus on the situation rather than to the person.
By using ice statements, you are indicating that you are
just sharing your thoughts and opinions, and in this way,
the receiving end won't feel that they are being targeted
or they have to defend themselves. Using ice statements can
(03:26):
make the entire feedback session more productive. For example, if
you find someone's presentation is without any effects or music,
you can say that I think that a little bit
of effects and music can make your presentation more engaging,
because sometimes I end up producing my interest level if
(03:47):
there are no sounds or if they are nothing to
if there are no effects. Number two, don't use sandwich method. Now,
in the sandwich method, you start off the positive note
mention a constructive criticism, then finish off with another positive comment.
(04:13):
And I think this method is not very effective when
we are giving a constructive feedback because when you're criticizing,
you should be honest. You don't have to sugarcoat things
you should you should be You should be focusing on
how to make your feedback more specific and more and
(04:39):
towards the steps that could be more helpful for the person.
The third is provide actionable feedback. Give a feedback in
which a person can improve, tell them what they can
do to improve in the next stage, and always tell
them that you are like you are ready to discuss
(05:01):
their ideas or you are ready to you are ready
to listen their their perception also or their side also.
The fourth one I have is don't publicly share your
feedback Now, criticism are hard to take and in order
(05:22):
to have a successful feedback, there should be an open
conversation and open dialogue and to discuss how a person
can improve. In public. The person might feel ashamed, embarrassed
or he or he could feel like he could his
(05:44):
feelings could be hurt and they might not take that
criticism so well. So don't share your feedback publicly. The
next is make it as a conversation. The best feedback
is collaborative. You don't feed, you don't give feedback to
(06:06):
someone just to just to just to make them feel
bad or just to point out their weaknesses. You give
feedback to improve the other person. So and feedback should
be collaborative and make sure that the receiving end is
(06:27):
feeling free to ask questions on why do you feel
so and how they can improve themselves. Now, before we
move further, let's take a short break. We will be
back soon.
Speaker 2 (06:46):
Are you enjoying the New High show on education? If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit radio
dot New Heights such a case not work, or email
us at info at New Heights education dot org. Listen
in on Wednesdays for Education in the News with hosts
(07:08):
pam La Clark at six pm and Fridays for our
Empowering HR and the Workforce with host Manya Shukla.
Speaker 3 (07:16):
At seven pm. And don't forget to check out our
organization's website for the latest updates on courses, reading programs,
comic books.
Speaker 4 (07:27):
Magazines, informational services and happenings for even to learn how
you can become a volunteer, consider donating to our calls
at www dot New heights education dot.
Speaker 1 (07:40):
Org welcome back listeners. So moving on to the next
point is your feedback should be I'm sorry. In your
feedback you should appreciate the posts, so the criticism should
(08:02):
not be all about negatives. Where you think that the
person has done well, appreciate them. The next point is
don't give any surprises in the feedback. So feedback sessions
might already make person anxious and stressed, and in those
sessions there should be no surprises. If there is something
(08:24):
which they are not expecting, if there is something like
which is not which is not good for them, then
the situation could be a little bit a little bit difficult.
But yes, if the surprises are good, then then the
situation is then also the other person wasn't expecting it
(08:45):
is so the situation might be positive, but it is
good to not have any surprises during feedback sessions. Feedback
sessions should only be there to give feedback, to give
improvement points, to make them aware to how to grow
(09:05):
and there should be no surprises and so let them
know that in the feedback feedback sessions there will be
only feedback and no surprises. Coming on to the next
point is give feedback in timely manner. So if the
(09:26):
wait is too long for the feedback, it might get
less relevant. So always give feedback on time to make
it more useful. For example, if you think that a
situation has occurred where your feedback is important, so try
to give the feedback in two to three days or
maximum like to like two to maybe five days. But
(09:50):
it should not be it should not be. In my opinion,
it should not be exceeded more than that, otherwise then
it will become a less a less relevant. So make
sure to give your feedback in a timely manner. And
if you have any uh according to your organization, if
(10:11):
you have any practice of giving a monthly feedback or
a three months free feedback, so do it on a
timely manner. Do not delay your feedback. The next is
think before giving feedback. So even even as a manager,
even if you think that all of a sudden, all
(10:34):
of a sudden you think that, okay, I can I
can give this point to this person so that they
so that they can improve or I can help them,
even if this point is coming abruptly in your mind,
just keep that thing to yourself and and think and
note it down and before scheduling the feedback sessions, ask
(10:59):
yourself that is this feedback something that will help them improve?
Do they need to hear this feedback? Will this be
relevant at this situation? And am I prepared to help
them like brainstorm how to improve? And what if any
(11:20):
next step can the person take. So these are the
four questions that you should always consider before scheduling a feedback. Now,
the last point is, and this is a very important point,
is that keep your tone friendly and maintain your body language.
(11:43):
So you're providing a feedback in order to help the
person to improve. Okay, So even if even if the
feedback is hard to give, make sure that your body
language is positive and your tone is right. You should
not sit like crossing your arms. You should not You
(12:04):
should not sound too loud, or you should be you
should be you should be friendly and and you should
be You should make that person comfortable so that he
can also share or they can also share their perspective
about like what they think or if they did something
(12:27):
which wasn't expected, what is what was the reason behind
that and what what is there thinking about that situation?
So it should be the feedback is up is a
is a dialogue it is. It is not a one
sided conversation. So again yeah, keep your tone friendly and
(12:49):
uh make it as an open conversation. So yes, these
are the ten tips which can help you to give
to give constructive criticism, uh to anyone in your workplace,
in your personal life. So the next time, next time
and you give a feedback, just remember that it is
(13:12):
not about pointing mistakes. It is about helping someone grow.
And the way you say things, the way you put
things in front of the person makes makes makes a
lot of difference. So yes, that's all for today's episode.
I hope you liked it and thank you so much
(13:34):
for tuning in. Have a great weekend. Thank you Mute
(14:04):
and
Speaker 3 (14:05):
Nat very Ne.
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