Have you ever felt like your next move, any move, is going to be subject to the workplace critic? Does the workplace critic help improve things or drag down the performance of the team?
Critics sometimes believe they are helping the cause. They are quick to point out the inconsistencies, the shortcomings, and the reason things are not perfect.
Their argument is often that feedback improves performance. Their delivery may need some refinement.
Understanding what customers want may improve performance. Nagging on another teammate about the relevancy of his or her contribution in the staff meeting, perhaps not so much.
It seems that there are always critics eager to tell someone what they have not done or not done that made their performance less. Shouldn’t we be trying to help others make their performance more?
Do we always need a critic or is it counter intuitive to a better future?
Policy and rule breakers need to be brought into check. Chronically late for work or meetings, should be fixed. Missing most deadlines, even the most reasonable ones, probably needs fixed.
Being the meeting after the meeting critic, well, not so much.
People need feedback. People have blind spots.
Are people still people? Yes, and many of them are working hard to make a difference. Harsh critics do not help.
Some of the best people quit or give-up in the face of harsh criticism.
What is the best way to deal with the critic?
Instead of retreating to your safety zone, hone your path, take away what you can, and keep giving everything you do, your best.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.