Criticism vs. feedback: The differences

When you criticize an employee, you highlight their mistakes and what they did wrong. When you give feedback, you provide information about their performance and explain areas for improvement.

Criticism generally has a negative connotation, while feedback has a positive one. Feedback helps employees learn and grow, while criticism is often presented without guidance toward a more positive outcome.

You may have heard of the term “constructive criticism.” Constructive criticism vs. destructive criticism depends on whether you offer the employee something positive they can take away from the conversation.

Types of feedback

Consider incorporating the following types of feedback with your employees:

• Positive feedback: This type of feedback praises an employee for a behavior, action or decision that they should continue.
• Example: “Thanks for taking the initiative to reach out to that new client yesterday. It really made a difference in our numbers.”
• Appreciation feedback: This type of feedback is similar to positive feedback, but it revolves around expressing gratitude for something the employee did. Appreciation feedback shows employees that you value their time and dedication.
• Example: “I appreciate you staying late to handle that unexpected call yesterday. Feel free to adjust your hours tomorrow to make up for that time.”
• Coaching feedback: Coaching feedback focuses on how you can guide employees toward achieving their career goals.
• Example: “I know you’re interested in having direct reports in the future. Training our new intern could help you prepare. Based on your performance, you seem ready for that step.”
• Evaluation feedback: You might deliver this feedback during a quarterly check-in or annual performance review. It’s often based on measurable data.
• Example: “Our email open rate has increased by 25% over the last year, and I can see a clear correlation between the strategies you implemented and this improvement.”

How to make your feedback more effective

When providing your employees with feedback, consider the following steps to improve your feedback and make it more effective:

Be prepared

Organize the feedback you’d like to deliver, especially if you’re providing it during a planned meeting or review. If you’re prepared, you may be more likely to provide concise feedback so employees fully understand areas of success and those that require improvement.

Make it specific

Feedback should be specific and avoid broad generalizations. Be sure to indicate exactly what you appreciate or think could be improved and explain how or why.

Vary the setting

Provide feedback to employees through one-on-one and group settings. One-on-ones with employees allow you to explain your evaluations in-depth. Speaking to teams can help spark ideas of how employees can improve collaboration and how the dynamics might shift for better results.

You could also give employees feedback during a meeting. Receiving positive feedback in a public setting can boost employee morale.

Consider the employee

Employees benefit from different kinds of feedback. Get to know your employees and note what feedback types resonate most with them and help their performance. Some employees may prefer receiving feedback in front of other team members, while others might prefer it privately.

Strategies for delivering feedback

Consider these tips to ensure your employees understand your feedback and feel supported.

Balance negatives with positives

Every feedback session should include positive reinforcement. To motivate your employees to improve, you could mention their positive actions and ways you can support their growth.

Make it a conversation

When delivering feedback to an employee, it shouldn’t feel like you’re talking at them—it should feel like a back-and-forth discussion. Do your best to put them at ease before you ask questions and invite opinions. Be sure to offer opportunities to discuss it further once they’ve had time to absorb the feedback.

Avoid personal assessments

You’re evaluating the employee’s work—not who the employee is as a person. When explaining your feedback, use facts and observations. Sticking with work-based insights can help keep the conversation productive and positive.

Be mindful of the environment

Choosing the right time and location for delivering feedback can affect how the employee receives it. Plan the meeting and give the employee a heads-up about what you plan to discuss. Consider booking a private room or finding a quiet area to avoid distractions.

Why providing feedback is important

Now that you understand how to provide feedback, it’s important to know why feedback can be essential to an employee’s performance.

It shows you care

By taking time to evaluate employees’ performance in a constructive way, you show you care about their careers.

It fosters employee growth

If you haven’t given an employee feedback, they may not know how to improve. Regular, thoughtful feedback can help an employee feel more confident and motivated.

It opens up conversations

Communication is key in any relationship, and the employee-manager dynamic is no different. By continuously providing various types of feedback, you might connect with them and develop a deeper understanding of their work. This dialogue can help identify strengths and weaknesses with individual employees and throughout your organization.

It promotes meaningful change

When you provide assessments of your employees’ performance, they can make adjustments and continue to innovate. Taking the time to evaluate your team’s work might give them the guidance they need to make positive changes that impact your business.