To my mind, there is nothing called constructive criticism. Criticism is a negative emotion and cant be termed as constructive, no matter in what way it has been articulated. My way is to rather provide regular feedback, have formal feedback sessions and be empathetic towards your team members, and that would lead to a rather healthy team atmosphere. Never have favorites and be transparent with them is a key to developing talent and building stronger teams.

When giving feedback, focus on the action, not the individual. Criticism should guide, not discourage. For example, if a teammate misses a deadline, instead of saying, “You’re unreliable,” share a story: “I once missed a deadline too. My manager helped me see how it affected the team, and it changed my approach completely.” This shifts the focus from blame to growth. Always end on a positive note, like, “I know you’re dedicated—let’s work together to avoid this next time.” Before engaging, ask yourself: Will this improve the situation? If yes, approach with empathy, and you’ll foster stronger relationships.

Giving feedback is an art and most people find it difficult to articulate it properly. It is a natural human tendency to become defensive while receiving feedback. While providing feedback we should focus on the ways in which the Individual can improve, it is very important to choose the right words so that the person receiving can understand that it is for his/her development and not to put them down. It helps if we can give examples of specific circumstances involving the individual and to show them how they could have done things differently.