You're tasked with critiquing a team member's work. How do you provide feedback that inspires growth?

In order for your feedback to contribute to development, it is important to first establish trust. Explain to your colleague that your goal is to help him or her succeed and that you appreciate his or her efforts. Approach criticism as a collaborative effort to improve the project, emphasizing that you are both working toward the same goal. When there is trust between you, your colleague will see your comments not as criticism, but as helpful advice and constructive guidance. In this case, the feedback will become a tool for growth rather than a source of disagreement.

I provide feedback that inspires growth by focusing on specific actions, offering constructive suggestions, and acknowledging strengths, while maintaining a supportive tone and encouraging open dialogue.

Great feedback is a conversation, not a lecture. 1) Remind the designer that feedback is about the work, not them personally. 2) Ask questions — Start with "What inspired this approach?" or "What was your biggest challenge?" This gives context and shows you value their process. 3) Highlight specific strengths, then suggest refinements. Use "I" statements to share your perspective.

Use respectful language and show empathy. Understand that receiving criticism can be challenging, so approach it with kindness. Allow them to ask questions and discuss their thoughts on your feedback. This can lead to a better understanding and foster a collaborative atmosphere. Follow-up with them and offer assistance. Continuous support shows that you are invested in their growth.

Also try to provide feedback in a setting that is comfortable for your teammate. Most times, this might have to be in private. This gesture shows that you respect their efforts and helps to create a positive environment for the feedback conversation.

Cuando la crítica es sincera, respetuosa y, sobre todo, constructiva, inspira conocimiento y es agradecida. Yo suelo utilizar la "técnica sandwich". Empiezo resaltado lo positivo, luego digo lo que, en mi opinión, puede ser mejorable y finalmente doy la enhorabuena por todo lo bueno que tiene el trabajo realizado. Para mí es muy importante resaltar que estoy dando una opinión, que no es una verdad absoluta sino un punto de vista y que la persona que recibe mi opinión deberá decidir si mi opinión le es válida o no. Yo doy mi opinión con toda mi buena voluntad pero puedo estar equivocada.

Para fornecer um feedback construtivo que realmente inspire crescimento, é importante que a comunicação seja feita de maneira privada ou com a menor audiência possível, para evitar constrangimentos. Comece destacando os pontos positivos do trabalho, enfatizando que, embora haja espaço para melhorias, o trabalho em si não é ruim. A escolha cuidadosa das palavras é fundamental: evite termos com conotações negativas ou prejudiciais. Em vez disso, foque em como abordar as áreas de melhoria e ofereça orientações claras para alcançar essas melhorias.

Personal Experience: Share your own experiences to show empathy and understanding. When team members feel that you’ve been through similar situations, they’re more likely to be receptive to your feedback. Example: “I remember when I first tackled a project like this, I also found it challenging to balance all the details…”

When critiquing a team member's work, start by highlighting specific strengths to show you value their contributions. Then, provide constructive feedback on areas needing improvement, using clear and actionable suggestions. Frame your feedback positively, focusing on how changes can enhance the project. Encourage an open dialogue by asking for their perspective and offering support.

While following these basic steps, doing so using the 'hamburger model' of "positive feedback, corrective feedback, positive feedback"

To effectively critique a design, it is important to be specific. General comments will only confuse you, so it's better to give clear and concise feedback. For example, instead of saying that "something is wrong," point out a specific problem: color scheme, typography, or element placement. Such precision not only speeds up the revision process, but also helps your colleague learn, improving their skills for future projects. Being specific in your criticism turns it into a useful tool for growth rather than a source of frustration.

Before critiquing a team member's work, make the effort to understand and empathise with their intent, speak from a position of respect and accountability, and be open to learn yourself. 1. Start by asking clarifying questions: this ensures you have the context for why decisions have been made and can empathise with the designer's perspective. 2. Own your comments and your role in the project: instead of saying "You should strengthen...", say "I think we could strengthen the design by...." 3. Be open to new perspectives. If you frame your comments in a way that invites discussion, be open to where that discussion may lead.

Provide clear and specific feedback rather than general comments. This helps the team member understand exactly what areas need improvement. Example: Instead of saying, “Your report needs work,” say, “The section on market analysis lacks detailed data, and the conclusion could be stronger by highlighting key findings.”

To inspire growth, ensure feedback is both specific and constructive. Detail what aspects of their work were effective and which need improvement. Instead of general comments like “improve your report,” pinpoint issues like “clarify the data analysis section” and offer precise suggestions for enhancement. Constructive feedback should provide actionable steps, like revising a particular section or adopting a new approach. By being specific, you make it easier for them to understand and implement changes, while maintaining a supportive tone to foster trust and encourage their development.

Clearity ls the key,… speaking your truth gives you and the client straight to the point. The words you choose are very important to express yourself. If there is a problem, going straight to the solution is the key. Time is precious. Having many tools to express myself with ease gives me an advantage. Also I am a life coach, designing not only the product but the conversation, our mental thoughts and emotions make me a a strong team leader with experience.

El buen gusto no puede fallar, es algo innegociable. ser especifico en las criticas ayuda bastante, pero lo más importantes es no tenerle miedo a las criticas.

If a team member has spent time creating the work, the person giving feedback should take time to explain why it isn't "wow." Specific comments make the work smoother.

When critiquing it is in the best interest of everyone to be as specific as possible. Just saying that something isn't right or that it doesn't fit the specifications of what was needed can be very confusing and lead to more time being spent on something that could've been easily fixed. Being specific not only helps with the overall production of something but also the designer has a better knowledge of how to improve their work.

Es muy cierto el comentario sobre ser especifico, para evitar divagar en las suposiciones y malos entendidos. Pero para ello, es necesario que haya habido un analisis previo del trabajo realizado y un acompañamiento a la persona durante el desarrollo de sus actividades, de esa manera se podria dar una opinion mas certera de los problemas que se discutiran.

Start with the positive. Instead of focusing on the mistakes, emphasize what worked well and suggest how to build on those aspects. By recognizing the strengths of your work, you create an atmosphere of trust that inspires risk-taking and new ideas. Positive feedback not only keeps you motivated, but also encourages creative growth, helping your colleagues feel confident and strive to do better. This approach makes criticism a tool for development rather than a source of frustration.

Frame your feedback in a way that emphasizes strengths while addressing areas for improvement. This helps maintain motivation and confidence. Example: “You did an excellent job with the initial research. To make your findings even more impactful, you could add more recent data in the analysis section.”

I don’t know if I would have “framed it” this way 😝 but I think it starts with how you brand feedback at your org. For me, it’s always tough love. I don’t have time to beat around the bush, and my team doesn’t have the patience for passive aggression (hot tip!! Nobody does!) I would say from a personal perspective, being a big sister in real life helped me get really comfortable with super honest, upfront and in your face feedback delivered with love and passion. My team knows the only reason I give feedback is to improve our results, and that better results make them more money. Anyone who operates on a meritocracy will appreciate candor — so go for it. Say it. Implement it. And watch the growth 🪴.

Positive constructive criticism will last longer and will be more effective in building trust. Rather than doubling down on only the negatives, show them how they can use their other strengths to over come the challenge they are facing. Show them that they have a strong tool-set that can help them out and you can show them how it can be used as well.

Positive thinking gives you endless opportunities and possibilities. Staying with the positive thinking and solutions will give positive result.

Este punto es el mas critico de todo el proceso de feedback, ya que nuestro discurso al mismo tiempo que intenta reconocer las fortalezas de nuestro equipo, debe tambien ser sincero e identificar las fallas que deben ser corregidas de cara a los nuevos retos que nos esperan. Resaltar lo bueno del equipo no implica tener miedo a reconocer que existen carencias y puntos debiles por atender, los que se convierten mas bien en retos a superar.

Destacar lo positivo ayuda un montón en cuanto a la confianza en lo que hacemos, pero aveces detectar los errores ayudan a un aprendizaje más verdadero y conciso.

Use Positive Language: Frame your feedback in a positive manner. Instead of saying, “This is wrong,” you could say, “This could be improved by…” or “This might be more effective if…” Avoid Personal Criticism: Focus on the work, not the individual. Critique the design, decisions, or outcomes, not the person. This prevents the feedback from feeling like a personal attack.

One thing that has allowed me some success in this area is timing. I was taught years ago that we ought to teach in a time of non-conflict. This simple technique allows myself and team member to focus on issues without the natural tendencies to become defensive and emotionally shut down and kill our ability to learn! I wasn’t perfect or as qualified as I am now, that perspective means we have been asked to grow with healthy expectations and low emotional distress and grounded in respect for not just the business but the person performing the task!

I always say to myself, that "Inaction is Poison" Is it doesn't make me take action than its definitely not working at its peak. Putting down systems, resources, actionable to-do lists, and push of affirmation will go a long way.

One of the best workshops is "Design Critics", a time when designers can share their WIP in a climate of trust with their peers, but also with people from outside the design team. It's important to know how to gather feedback, and also to be able to argue for a constructive exchange. The idea is to foster a culture of constructive criticism and continuous improvement. Here are a few tips: determine a framework in advance, what subjects and areas you'd like to explore (interface, itinerary, wording, brand integration, edge cases, etc.) and provide elements in advance. This will enable you to prepare feedback to participants and frame the process. Do this for 45 minutes to 1 hour max, and you'll have an effective and informative meeting!

Provide concrete steps that the team member can take to improve. This makes the feedback practical and easier to implement. Example: “To enhance your presentation skills, consider practicing with a colleague before the actual meeting and focus on maintaining eye contact with the audience.”

Clarity is the key. Giving details info and tasks and giving the trust for room to grow and make adjustments. Instead of following up, telling them to report back. This why I am reminding them to take more responsibility, which adds to our team work journey…

Cuando la crítica es sincera, respetuosa y, sobre todo, constructiva, inspira conocimiento y es agradecida. Yo suelo utilizar la "técnica sandwich". Empiezo resaltado lo positivo, luego digo lo que, en mi opinión, puede ser mejorable y finalmente doy la enhorabuena por todo lo bueno que tiene el trabajo realizado. Para mí es muy importante resaltar que estoy dando una opinión, que no es una verdad absoluta sino un punto de vista y que la persona que recibe mi opinión deberá decidir si mi opinión le es válida o no. Yo doy mi opinión con toda mi buena voluntad pero puedo estar equivocada.

Hablamos el mismo "idioma gráfico", pero aun asi debemos ser nutridos por consejos y enseñanzas de nuestros pares, es importantisimo estar abierto a recibir todo tipo de consejos.

Após o feedback, é crucial não se eximir da responsabilidade com um "mas eu já te falei sobre isso!", mas sim estar disponível para discussões de acompanhamento e suporte. Junto a isso, é igualmente importante oferecer autonomia, dando espaço para que a pessoa possa criar e se arriscar. Estar acessível não apenas reforça a ideia de que o processo de crítica é contínuo e colaborativo, mas também demonstra um verdadeiro interesse no desenvolvimento contínuo do outro, sem deixar que ele aprenda e cresça de forma independente.

Offer continued support and check in to see how the team member is progressing. This shows that you are invested in their growth. Example: “Let’s schedule a follow-up meeting next week to review your progress and address any challenges you might encounter.”

El apoyo es un pilar fundamental, saber que nuestros compañeros no están solos ayuda bastante, este apoyo debe ser educativo para ambas partes.

Anytime you give feedback to someone it is always better to follow up afterwards. If you were to give feedback but then never offer any support or assistance whether with ideas or suggestions it can lead to a bad relationship with your designer. Open communication and support can help a person grow and learn more skills easier than if they were never supported or had follow ups after being critiqued.

There is NO problem in exposing and criticizing the points that are considered to be the work of other colleagues, although for that the person must have developed skills and have gained the trust of their group. In this way, criticism will always be welcomed, constructive and bold in the process. The problem is when criticism comes from members who are not committed, who do not work as a team, or who simply have not been able to develop trust with other people. On these occasions, criticism is usually a problem, whether it is good or not, and there is no trust and this is key for a team to function as such.

Prompt the team member to reflect on their performance and identify areas for self-improvement. This fosters self-awareness and personal growth. Example: “How do you feel about the project outcome? Are there any areas you believe you could improve on for next time?” By combining these elements, you create a supportive and constructive environment that encourages team members to grow and improve continually.