So, we have already explained that there are two types of criticism i.e. Constructive and Destructive Criticism.

Now let`s take a look at the make-up or the elements of the two.

Constructive criticism is designed to be helpful and to push the person receiving the feedback, so they change their habits and techniques for the better. And remember, constructive feedback focuses on facts, observations, and positive delivery.

Here’s how to recognize constructive feedback:

· The giver practices empathy and respect

· The giver is straightforward but not cruel

· The giver doesn’t make claims on assumptions

· The giver doesn’t make it about them

You get the idea. Constructive feedback is here to help you grow professionally and find the best version of yourself. However, constructive feedback doesn’t always feel positive at first. It’s natural for us to get nervous about the things we’re doing ‘wrong’, but let’s change that mind-set.

Elements of destructive feedback

Destructive feedback is usually used to tear someone down. Destructive feedback focuses on upsetting and ridiculing the receiver. There are no good intentions when someone is giving destructive feedback, because there’s always a level of belittlement involved. Plus, destructive feedback in the workplace can decrease morale and performance.

Just know when you receive destructive feedback, that the critic doesn’t have the best interest in your professional growth. There’s no practical advice or supportive feedback given.

Destructive criticism can look like this:

· The receiver feels attacked

· The receiver and/or their idea are quickly shut down, with little conversation

· Feedback is delivered in an unorganized manner

· Harsh or rude language is used in the feedback

Specific examples of destructive feedback include:

“Your project is a complete mess.”

“That is not how we do things around here.”

“You have no idea what you are doing.”

It’s easy to see how destructive feedback can hurt someone’s self-confidence, performance at work, and overall satisfaction with their job.

So, how do you know if constructive feedback is being misunderstood as destructive?

Well, if you’re feeling angry or resentful about someone pointing what could be better about the way you do something—then you need to take another look at your communication style. The key difference between constructive and destructive communication is whether the person giving feedback feels heard when they say what needs to be improved upon.

For someone’s “constructive criticism” to be helpful, it must come in two parts:

1) The person needs to clearly state what is not working

2) They need to be willing to work with the person they’re giving feedback to, to find a solution or game plan.

The first step is important because, without it, you don’t know if the feedback is constructive. The second step is critical because it shows that you want to help yourself and others rather than put them down or rub their nose in their mistakes.

The biggest problem with constructive versus destructive feedback is that both forms of information can come across the same way in the moment, based on the delivery. This means that it’s important not just to focus on what the individual does, but also how their work fits into the bigger picture, and how you can work together to become a stronger team.

Constructive feedback is the beginning of an ongoing collaborative effort to improve someone’s skills and create a better organization.