In order to give useful criticism, you must first understand how it works. The intention of criticism is to help the recipient improve their work, not to belittle them. It is not the place to lash out or boost ego. If you find yourself giving criticism without any intention of improvement, you should reevaluate your criticism.
It is best to give feedback when the recipient is emotionally ready for it. It is also important to avoid gossip, which can be detrimental to both parties and erodes trust in the workplace. When giving feedback, focus on the specific situation and the desired behavior. If there is no immediate improvement, the criticism will not be useful.
Moreover, constructive feedback should contain ideas for improvement, besides simply listing the areas for improvement. Whether the feedback is written on paper or verbally, it should provide the recipient with something to work on. Make sure to include actionable suggestions at the end, as well as clarify that you are open to further discussion. If feedback is not actionable, it strays dangerously close to being destructive.
Another technique for giving useful criticism is known as the hamburger approach. This approach is similar to the sandwich technique. You'll want to avoid giving too many suggestions in one sitting, as this can alienate the recipient. Instead, you can give compliments or praises about the mix to maintain the listener's attention.
Ultimately, the goal of criticism is not to punish someone, but to provide an unbiased opinion. Remember that your goal is to develop a product or service, not to offend someone or to prove yourself right. It is crucial to remember that criticism is an art. When it's done correctly, people will be more likely to listen to it.
Another tip for giving useful criticism is to ensure that the feedback is delivered privately. Giving criticism in public might lead to defensive responses, so avoid giving negative feedback publicly. Moreover, it might cause you to be accused of demeaning or harmful criticism. Instead, schedule a 1:1 talk to talk about the issue.
Giving constructive criticism should be honest and focused on the person's strengths. If the criticism is based on praise and compliments, it might be too rosy. Instead, the focus should be on the behaviors that the person can easily change and improve. Moreover, the feedback should be specific and observable.