So this is very specific and actionable.
It gives the designer something to try.
And it's just much easier when somebody is not just pointing out a problem but
also maybe pointing out a potential solution to their problem.
Now the next thing may be controversial.
I think it is culturally independent.
But the way I like to give critique is something called the compliment sandwich.
So this is the compliment sandwich.
This is actually a compliment hamburger I believe, but close enough.
So the idea is that you structure the meat, the actual critical parts,
things that could be improved,
between kind of the parts that are more about nurturing the relationship.
Identifying the strengths of this work.
Acknowledging the effort that went into it.
So you can start with a structure like this.
So you can start by talking about what the strengths of the work are.
And there's always some strengths to everything.
You can talk about the areas for improvement in the middle.
And finally, you end with acknowledging the amount of effort that went into
producing the product that you're actually critiquing.
There's always some effort that goes into it, so
it's easy to do this kind of a process.
Now I found this t be very effective in working with groups, but
I have to admit that I mostly worked with groups in the United States and
this may be very culturally different.
Some cultures find it just very inappropriate to give negative feedback
in a public setting.
Other cultures may actually find it very patronizing to do this kind of compliment
sandwich where you start with the good and you end with the good.
And maybe view it as being inauthentic.
So with all that said, I think you need to find the practices that work for you,
wherever it is that you live and
whatever it is that your team looks like that you're actually working with.
But before I kind of end, I want to make sure that I mention that critique is
not just something that designers need to know.
Not just something that UX designers do.
This is really something that's very useful in almost everybody's job.
So for example, at some point you may become the boss.
You may become somebody's manager.
In which case, you need to write the performance reviews.
And you don't want to be like the manager here on the left who doesn't know how to
write a good performance review that can improve somebody's work.
So they just criticize them in public from time to time.
You don't want to be that boss.