Constructive Criticism: How to Give It, Take It, and Use It

Around 92 percent of people believe that constructive criticism is effective at improving performance. However, as we all know, it’s not always easy to give or receive any type of feedback. 

Criticism, constructive or not, can feel frightening. This doesn’t always align with the fact that we believe it can improve performance. That’s because, before you can use any type of constructive criticism, you first need to learn how to give it and how to take it. 

Are you ready to improve how you give or receive feedback? Keep reading to start your journey toward growth. 

Constructive Criticism and Working With Freelancers

When you start working with a new freelancer, there’s a period of time when you’re learning from each other. You’re learning how they work, and they’re learning how to best meet your needs with their work. 

This time can make or break the relationship with your freelancer. Without constructive criticism, they can’t grow and meet your needs. But, we get it. 

The feedback process isn’t always easy. However, to truly be successful in your relationship with your freelancer, it’s necessary. 

For example, maybe your freelancer has a defined process for how they do a specific task. While that process may work for someone else, it might not work for you. The ability to give feedback will help you work together to make the process work for both of you. 

Constructive vs. Unconstructive Feedback

If constructive criticism or feedback exists, it stands to reason that the opposite exists as well. Knowing the difference between the two is essential whether you’re giving or receiving feedback. 

There are a couple of factors that play into determining what category feedback comes from. These include:

• The intent
• The usefulness

The Intent

What’s your intent in giving feedback? When you’re giving constructive feedback, your intent will be to help the person learn and grow. This helps you communicate that you care about the person and their success. 

On the other hand, unconstructive feedback often leaves the person receiving it feeling defeated. That’s because it’s often coming from a place of wanting to hurt or embarrass the person you’re giving feedback to. 

The struggle here is your actual intent vs. the perception. While we can’t completely control the perception of others, this is where we dive into the usefulness. 

The Usefulness

Is your feedback useful? Feedback that’s useful should be specific, and there should be action steps. If you see a mistake, don’t just point out the mistake, have a discussion with the person to figure out how to fix it and define future action steps. 

Feedback that’s vague and doesn’t give specifics on how to improve is unconstructive. Instead of elevating the person and helping them grow, this type of feedback will leave them feeling defeated. 

Let’s Talk About Giving Feedback

We’re going to be super honest with you today. Giving feedback can be just as hard as receiving it. 

You never know how the other person will react and whether it will impact your working relationship. If you’re giving constructive criticism to someone who historically has not taken it well, it can be nerve-wracking. 

For the more jaded, you may think this article should instead be titled:

Constructive Criticism: Take It and Shut Up

We get it; when you put your time into trying to work effectively with others, and they won’t listen to feedback, it’s frustrating. But when you’re unable to empathize and build positive relationships where you can give feedback, you create a toxic workplace. 

Instead of facing issues head-on, everyone tiptoes around everyone. Issues don’t get addressed, and by the time they do, it’s often too late. 

That’s why we want to give you the tools you need to be able to have tough conversations with freelancers. When you can give feedback well, and the person has the ability to take it and use it, it can strengthen your working relationship. 

Step One: Buy-In Is Powerful 

When you talk about making changes in companies, buy-in is a powerful concept. Change is hard, and when you’re making big changes, it tends to go better if you have buy-in from all invested parties. 

However, that doesn’t just apply to big changes and corporations. Giving feedback is much easier if you can get buy-in from your freelancer. This can be as simple as preparing them for the conversation. 

This helps ensure that your freelancer is in the right mindset to receive feedback and incorporate it. This can be as simple as leading into the conversation with an email. 

Hey Freelancer, I would love to hop on a video call with you to discuss this project. I have a few thoughts on how we can improve it and make changes. Can I share these thoughts with you? 

Step Two: Face-to-Face Feedback vs. Email Feedback 

Giving feedback via email sounds easy, right? You avoid the awkward conversation, and you still say what you need to say.

However, you lose an element of interaction when you do this. Without nonverbals, it can be challenging for both parties. It leaves a lot open to misinterpretation. 

Take the time to have a video call with cameras on with your freelancer. 

Step Three: Be Specific

Imagine your boss calls you into the office and sits you down. They let you know that they’ve noticed some issues with your work and that they need to improve or further action will be taken. 

They then send you back to work. What do you need to improve? 

This is an extreme example, but we wouldn’t be surprised if it has happened somewhere in the world. Remember, we discussed the fact that not being specific is unconstructive. 

This leads to the person feeling defeated and not knowing where to focus. When you’re giving feedback, be as specific as possible. 

Some questions to consider before the conversation include: 

1. What needs improvement? 
2. Why does it matter? 
3. What’s going well? 
4. What are actionable steps to take? 

Step Four: Explain Why It Matters  

Why does the feedback you’re giving matter? How did it impact you or the work? For example, if your freelancer is creating a document for one of your clients and they don’t follow the SOP, or it’s not on time, how does that impact everything? 

In this case, your clients wouldn’t know what to expect and would become frustrated when waiting for deadlines to be met. This could lead to clients seeking services that are more reliable and consistent. Ultimately, this would reduce the amount of work coming in and the amount of work you’re able to give your freelancer. 

Step Five: Turn It Into a Conversation

Don’t give feedback and then end the conversation. Take the time to continue getting buy-in from your freelancer by turning it into a conversation. 

You can do this by asking them their perception of the issue or thoughts on how it could improve. From here, it goes beyond just giving your thoughts. It becomes a conversation, and your freelancer feels like you care about their thoughts.

This continues to build your relationship making it easier to have these conversations in the future. 

Step Six: Feedback Is an Ongoing Process and a Two-Way Street 

Don’t let issues build. If you wait to give feedback, overtime issues are going to continue to build, and it may become too late. 

You should constantly be having these conversations and following up as well. Check-in with your freelancer and see how they’re doing with implementing the changes. Do they need any help?

Are there any resources they don’t have that are blocking success? 

In addition, you shouldn’t be the only one giving feedback. Ask for feedback for yourself as well.

Receiving Feedback 

Do you become defensive when someone is giving you feedback? You’re not alone. It can be easy to become defensive when you’re given feedback. 

However, here’s what you need to remember: You’re Not Perfect. Shocking right? It’s okay not to be perfect; in fact, perfection is a little boring and exhausting. 

It’s normal to want people to believe you’re the best and you are perfect (I think, or that’s just me). Receiving feedback is a  valuable skill when you’re working with different people. It’s one of those skills that some people claim you can’t teach, and to a degree, that’s true. But you can develop this skill, it just takes work. 

Step One: Listen

When you’re getting feedback, it’s easy to want to jump in and explain why you did what you did. However, the first step to receiving feedback is taking the time to really listen. 

Make sure you’re focusing on really understanding what the person is saying. 

In addition, remember that listening is about more than just hearing what the person is saying. Your body language says a lot about what’s going on in your head during the conversation. Maintain an open posture and make eye contact. 

Step Two: Be Open 

Remember what we said above? You’re not perfect! To truly receive feedback, you need to be open to it. 

That means you need to open yourself up to other opinions and ways of thinking or doing things. 

Step Three: Make Sure You Truly Understand What’s Being Said 

Perception is not always truth. How you perceive what’s being said may not be what the person speaking intended. 

If you don’t understand, take the time to ask clarifying questions. Repeat back what you heard and confirm that you understand what the person’s saying correctly. 

Step Four: Create an Action Plan

Once everyone is on the same page, it’s time to create an action plan. What should this look like? 

Your action steps should be similar to goals in that they should be SMART. 

• Specific
• Measurable
• Attainable
• Relevant
• Time-Bound 

This action plan will help you know how to move forward and improve. 

Using Constructive Criticism to Grow 

Now that you know how to receive feedback, it’s time to learn how to use it to grow. Hearing the feedback and creating an action plan isn’t enough. 

Now your biggest responsibility is following through. This means taking the time to find or ask for resources that can help you meet your goals. However, there’s more that you should do when using constructive feedback for growth. 

Follow Up 

Once you’ve created an action plan and started implementing it, follow up. Is this working? Do we need to tweak it more? 

Do you see improvement? Sometimes the first action plan might not work, and that’s okay. By following up, you show that you’re making changes and progress. 

You can always change the plan to continue to improve. 

Ask for Feedback 

Don’t wait for feedback to be given. Ask for feedback. This is valuable because it shows that you’re invested, and you want to do your best work. 

It also makes it easier to have these conversations and address things before they become issues. 

What If Managing Freelancers Isn’t Your Strong Point, or You Just Don’t Have Time? 

Giving and receiving feedback can be a challenge. Some people are too soft, and some are too direct when giving feedback. This is an important skill to learn, but sometimes it’s helpful to have someone that can act as an intermediary between you and your freelancers. 

Someone that can take your thoughts and communicate them to your team without you having to step in. A project manager can help with that. 

A project manager can delegate tasks, do quality checks, manage freelancers, and more. When you have multiple freelancers on your team, this can “FreeUp” (we’re so punny) your time and make it so all direct communication goes through your project manager. 

Build a Strong Team With FreeUp

Giving, receiving, and using constructive criticism isn’t always easy. However, it’s essential to building a strong team that trusts each other and gets things done. 

Are you ready to hire a freelancer for your next project? Book a call today to learn more about how we can help you.