Appreciation / Criticism

It may be useful to complement periodic, structured team-member reviews, where objectives are agreed upon, with conversations. Team leaders are encouraged to maintain an appreciative dialogue with their team members. By praising a job well done, leaders show their team members that they are aware of and care about members’ contributions to the unit’s success.

Appreciation

Acknowledging and appreciating a task well performed is part of the University of Basel’s everyday culture of communication and collaboration. Faculty and staff with leadership roles should show their appreciation spontaneously and regularly. This augments their team members’ “confidence reservoir” and makes it easier to address critical issues as well as poor performance and results.

Criticism

Once a team leader becomes aware that a team member is performing poorly or could be doing better or, on the other hand, that a team member is overeager and tackling too much, leaders are advised to suggest to the team member how to make improvements or changes.

University of Basel team leaders should address conflicts (with or among their team members) timely and constructively. The Leadership & Development coaches support them when they are in doubt about how to adequately address issues of communication, collaboration, and leadership. Please do not hesitate to contact the Leadership & Development coaches or to enroll in the workshops on these topics. Courses and workshops in English are offered regularly in the spring and fall semesters

Hints on appreciation and criticism

Appreciation (constructive, regular feedback)

Give positive, appreciative feedback

Recognize team member’s contributions and successes
Appreciative feedback on success builds team members confidence
Appreciation and respect foster a culture of ethical leadership and boost team members’ motivation.

Criticism to suggest change or improvement

Prepare

Focus on the issue that needs to be addressed
Sketch the positive elements and bring up your concerns concisely:
– What needs to be changed, and why is it critical to do so.
Use your first-hand observations (do not refer to hearsay)
Where useful, visualize your concerns, use examples.

Criticism to change or improve

Focus and state respectfully where you perceive a need for change: «I would like to address the issue XY with you».
Focus on the positive, then state concisely where you see the potential or a necessity for improvement.
Give examples of where you see chances of improvement, visualize with first-hand examples; do not dwell on shortcomings

Conclusion

Assure that the issue you have raised has been heard by the other person.
Make sure the other person does not have to fend off your suggestions but rather is willing to accept your feedback.
Ascertain any need for further discussion to follow up on any loose ends.