Good vs bad criticism at work

In the modern workplace, effective communication is pivotal in maintaining productivity and fostering a positive organisational culture.

Among the various forms of communication, feedback stands out as a crucial element in shaping employee behaviour, performance and overall well-being.

However, the nature of the feedback, whether constructive or harmful, has significantly different psychological effects on employees.

Constructive feedback is intended to support and improve an employee’s performance and development.

It is characterised by specific, actionable suggestions delivered in a respectful and supportive manner.

This type of feedback focuses on behaviours and outcomes rather than personal attributes, helping employees understand what is expected of them and how they can improve.

The psychological effects of constructive feedback are overwhelmingly positive.

Employees receiving such feedback often experience increased motivation, job satisfaction and a sense of belonging.

They feel valued and understood, which enhances their self-esteem and confidence.

Constructive feedback also fosters a growth mindset, encouraging employees to view challenges as opportunities for learning and development.

On the contrary, harmful criticism tends to be vague, personal, and delivered in a negative or hostile tone.

It often focuses on the individual’s flaws rather than their actions or results, making it difficult for employees to discern how to improve.

The psychological effects of harmful criticism can be detrimental and far-reaching.

Employees subjected to such criticism may experience anxiety, decreased self-worth and a sense of helplessness.

Over time, this can lead to burnout, disengagement and even mental health issues such as depression.

Harmful criticism creates a toxic work environment, eroding trust and collaboration among team members, and diminishing overall organisational morale.

The delivery method of feedback is also crucial.

Constructive feedback should be delivered privately and be accompanied by empathy and encouragement, ensuring that the employee feels supported.

In contrast, harmful criticism is often delivered publicly or in a demeaning manner, amplifying its negative impact and causing further psychological distress.

Managers and leaders play a critical role in shaping the feedback culture within an organisation.

To promote a positive psychological climate, they must be trained to provide constructive feedback effectively. This includes focusing on specific behaviours, offering actionable advice, and balancing feedback with positive reinforcement.

Leaders should also foster an environment in which feedback is a two-way street, encouraging employees to voice their thoughts and concerns openly.

Organisations should implement regular training programmes on emotional intelligence and communication skills.

These programmes could equip employees at all levels with the tools to give and receive feedback constructively, reducing the likelihood of harmful criticism.

The psychological effects of feedback in the workplace are profound.

Constructive feedback enhances employee well-being, fosters a positive work culture, and drives performance improvement. In contrast, harmful criticism leads to anxiety, disengagement, and a toxic work environment.

By prioritising constructive feedback and training leaders to deliver it effectively, organisations can create a supportive atmosphere that promotes growth, collaboration and psychological safety.

Investing in a positive feedback culture is not only beneficial for employees’ mental health, but also critical to the long-term success of the organisation.

• * Junias Erasmus is a consumer education specialist at the Namibia Financial Institutions Supervisory Authority. He is also a scholar and motivationals speaker. This article is written in his personal capacity. Erasmus can be contacted at Junias99@gmail.com
  – The Brief