Destructive Criticism: How to Respond to Destructive Criticism

Destructive criticism is a type of criticism that harms, rather than helps, the person receiving the feedback. Instead of providing a basis for learning, problem-solving, or team building, destructive criticism is usually personal, emotionally-motivated, and damaging to the recipient and overall team coherence.

Constructive and destructive criticism are forms of feedback that differ in intent, delivery, and action:

1. 1. Intention: Constructive criticism generally comes from a place of support and problem-solving. A person giving destructive criticism may be careless or intend to be hurtful to the recipient.
2. 2. Delivery: The manner of delivery for destructive criticism often causes hurt feelings. A person might give destructive feedback with a raised voice, implied threat, or without accounting for the recipient’s self-esteem. Constructive feedback often happens at appropriate times—ideally one-on-one, in private—and is delivered respectfully and straightforwardly.
3. 3. Action: Typically, constructive criticism implies a straightforward course of action toward a solution for an issue. Destructive criticism, on the other hand, often lacks actionable suggestions.
4. 4. Person: One of the critical differences between destructive criticism and constructive criticism is whether the focus is on the actions or the personal character of the team member. Destructive criticism can come in the form of personal attacks and might directly disparage the person’s skills, knowledge, or work ethic. Constructive criticism, however, focuses on the details of the task or role specifically and doesn’t look to harm the person's self-worth.

Destructive criticism has immediate adverse effects on the recipient and can cause severe issues in the workplace with the following effects:

1. 1. Poor performance: When an employee feels disrespected, it can have devastating effects on their work performance. A negative remark can cause lingering harm, depending on the context and the personal sensitivity of the employee. A lack of respect and support from team members can push their work to suffer and lead to turnover.
2. 2. Toxic work culture: In addition to the interpersonal cost, isolated incidents of destructive criticism can build up and negatively affect the entire company culture. Destructive criticism can cause retaliation and lead to more negative emotions. Employees in a workplace with destructive feedback may expect poor treatment if there are no consequences for bad behavior.
3. 3. Team discord: To feel part of a joint enterprise, team members need to feel mutual support. Destructive criticism can stifle people’s points of view, negatively affecting efficiency, creativity, and team cohesion.
4. 4. Conflict: Conflict usually follows when destructive criticism occurs in a working environment. Instead of healthy competitiveness, which can drive innovation and motivate teams, negative comments can escalate to open conflict, grudges, and even workplace bullying. This behavior can be a significant liability for the organization as a whole.

Responding quickly and effectively to destructive criticism can help protect your workplace:

1. 1. Take a moment. If you receive destructive criticism, respond carefully to avoid escalating the situation. Take time to separate any constructive feedback from the destructive critique and ask questions.
2. 2. Call out destructive criticism. The faster you intervene, the better your chances of stopping a habit of destructive criticism before it starts. Have a firm grasp of your team dynamics, and as soon as you observe negative feedback, call it out and instruct the team members on better practices.
3. 3. Understand the context. It’s essential to understand how and why the destructive criticism has happened. Listen carefully and examine the context to know how best to resolve the situation and restore any hurt feelings.
4. 4. Assess the criticism. Despite the poor delivery, there may be a valid point behind the destructive feedback. Positive and negative feedback is essential to a well-functioning workplace, so it is vital to assess the root of the criticism. (Sometimes, though, a team member may have ill intentions with feedback, and the critique is simply bad behavior.)
5. 5. Act and adjust. If there are grounds for criticism, make it a teachable moment by showing how to provide constructive criticism instead. You can instruct the person or party giving the criticism and help the recipient understand how they can improve while ensuring their value to the team and offering support.

All you need is a MasterClass Annual Membership and our exclusive video lessons from the likes of Elaine Welteroth (the former editor in chief of Teen Vogue and host of CBS’ The Talk), Issa Rae (the powerhouse multihyphenate behind HBO’s Insecure), Robin Arzón (the lawyer-turned-head instructor of Peloton), and other luminaries who have have embraced the twists and turns on the path to professional success. With their guidance, you’ll learn how to lean into your strengths, follow your heart, and build the career of your dreams.