Giving constructive feedback to someone who struggles with criticism is an art. Start with something positive to set a supportive tone, focus on specific behaviors rather than traits to keep it objective, and always invite a dialogue to collaborate on solutions. Feedback should feel like an opportunity for growth, not a personal attack. That's why Body Languages is a significant variable.

Offering feedback to a colleague who struggles with criticism requires empathy and tact. Start by creating a safe, private space for the conversation. Use a positive tone and focus on specific behaviors rather than personal traits. Frame feedback constructively—highlight their strengths first, then discuss areas for improvement with actionable suggestions. Emphasize how the feedback supports their growth and aligns with team goals. Encourage dialogue by inviting their perspective and showing willingness to collaborate. By approaching the conversation with respect and understanding, you can help them see feedback as an opportunity to grow, not as criticism.

When approaching situations like these, I have a one-on-one conversation to respect their privacy. I start by addressing the problem at hand and I explain the parts that are not being executed or handled correctly. I avoid using the words; "you" or "why," as they can come off as confrontational. Instead, I will use "I" to alleviate any stress they might be feeling. For example, instead of saying "why didn't you do this?," one could say "I noticed that there is some missing information in this project. Is there a way I can help, or is there something I am not understanding?" This opens up to conversation to find a solution and move forward in a productive manner.

I'm not a big fan of the "sandwich," if the person making the sandwich doesn't pick hearty, yummy bread. The two slices of "bread" (the "positive" comments) must be tasty and substantial enough to balance the less appetizing "needs work feedback" filling. Feedback isn't always a picnic. But it's inevitable. Sensitive people may need more grace and patience here, because of life experience, a prior poor manager, or a currently limiting self-identity. Managers needn't always sugarcoat feedback. But they should build their feedback sandwich with care. Feedback sessions feel less anxious when we know we can trust our manager/teams to focus on our "do," without disrespecting or attacking our "who." Safety invites change and growth.

Providing feedback to a colleague who struggles with criticism requires sensitivity and a constructive approach. Begin by creating a safe and private space for the conversation. Start with their strengths to build confidence before addressing areas for improvement. Be specific and focus on behaviors, not personal traits, using examples to clarify your points. Frame your feedback as an opportunity for growth, showing how changes can benefit their performance and the team. Encourage a dialogue, inviting their perspective to foster collaboration and understanding. By offering feedback with empathy and clarity, you can help them view it as a tool for improvement rather than criticism.

Providing feedback to a colleague who struggles with criticism requires empathy and care. Start by creating a safe, private setting for the conversation. Begin with positive reinforcement, highlighting their strengths and contributions to build confidence. When addressing areas of improvement, focus on specific behaviors rather than personal traits. Use clear examples and suggest actionable steps for growth. Frame the feedback as a way to help them succeed and align with team goals. Encourage dialogue, inviting their perspective to foster mutual understanding. With respect and constructive guidance, you can turn feedback into a tool for their growth and development.

Offering feedback to a colleague who struggles with criticism requires tact and empathy. Start by creating a positive, private environment to discuss the matter. Use a constructive approach like the "feedback sandwich"—begin with praise, identify cases where he performed well or achieved something, address the issue respectfully, and end with encouragement, emphasising on positivity. Focus on specific behaviors rather than personal traits, and explain the impact of their actions. Be solution-oriented, suggesting practical ways they can improve. Use "I" statements to avoid sounding accusatory and express belief in their ability to grow. With patience and support, you can help them view feedback as a tool for development.

I would suggest changing the perception and defining roles. Many people struggle with feedback or criticism because they see it in a negative way. Leaders also lack defining their position. We need to explain our position and establish that our feedback comes from a position of growth and development. From such a position it’s much easier for someone to listen and accept feedback or criticism. They see it as a way of growth and development

I'm one that I always like to start with questions. If this person is known to struggle with criticism then here's a line of questioning to get things to open up: - Do you want to improve yourself in X? - Assuming above is yes....What's your plan for improvement? - Are you open to some suggestions that may save you some mistakes I've made? - Can we establish a line of communication where we help each grow? Here's where I am focusing my improvements for me right now. - Ultimate Question once rapport is established: I've noticed historically you struggled with criticism, may I ask why? To me creating a line of questioning that gets people to admit out loud that they desire and seek feedback or criticism is ideal.