Affiliate since: 12/31/1969, Power Rank: 99999999

Dear Friend!

To go deep into your question, First, I wish to find out the meaning of CONSTRUCTIVE criticism. Here, it is what I've found as meaning:

CONSTRUCTIVE criticism is the process of offering valid and well-reasoned opinions about the work of others, usually involving both positive and negative comments, in a friendly manner rather than in an oppositional manner. The purpose of constructive criticism is to improve the outcome.

So, the answer to your questions is already embedded in this meaning statement.

Of course, You can provide " Constructional criticism " to your down line in these manner :

1. Give them valid opinion - When your down line goes wrong in any work or do any mistake, give them a valid opinion with some example you already use in that particular place.
2. Give them friendly opinion - You should not give advice to your down line as a boss, treat them as your co-workers, and as a friend and offer your advice as a suggestion and not as an order.
3. Give them motivational opinion - When you motivate your down line with the quotes of great leaders about Success and show your badges as example and induce them to make over, they will surely come out with positive thoughts and get activated.

If you follow these simple steps in your email when you wish to offer a positive, constructive criticism surely you could get a good outcome from your down line.

Hope this answer is useful to all. Thanks for this opportunity.
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Dear Friend!

To go deep into your question, First, I wish to find out the meaning of CONSTRUCTIVE criticism. Here, it is what I've found as meaning:

CONSTRUCTIVE criticism is the process of offering valid and well-reasoned opinions about the work of others, usually involving both positive and negative comments, in a friendly manner rather than in an oppositional manner. The purpose of constructive criticism is to improve the outcome.

So, the answer to your questions
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Affiliate since: 12/31/1969, Power Rank: 99999999

First, let me say that it is a good thing that you want your team to learn how to run their businesses properly.

I personally tend to avoid the use of the word 'criticism'. I prefer to use the word 'guidance'. If I notice one of my team is doing something I consider to be unhelpful or potentially risky, I will advise them to be careful when doing that activity, and outline the dangers, without actually criticizing their actions. If I have first-hand experience, I will share that with them. I also suggest an alternative action that will achieve their aim more effectively, or with less risk, where possible. This is where the word 'constructive' comes into play. And if I can't think of a better way to do whatever they are trying to do, I will do some research before I contact them, and try to find one. That way we can both learn from the experience.

I also find it helpful to think of them as my team rather than my down-line. The bottom line is, you are their sponsor and coach, and they may in time choose to view you as their mentor, but you are not their boss. They own their own business, as do you, and they must feel empowered to run their business in the way they choose. If you offer advice and guidance, and keep your tone positive, they will either come to value your input, or they may choose to ignore you. As long as they get results, you will benefit either way.

Hope this helps.
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First, let me say that it is a good thing that you want your team to learn how to run their businesses properly.

I personally tend to avoid the use of the word 'criticism'. I prefer to use the word 'guidance'. If I notice one of my team is doing something I consider to be unhelpful or potentially risky, I will advise them to be careful when doing that activity, and outline the dangers, without actually criticizing their actions. If I have first-hand experience, I will share that with
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Affiliate since: 09/06/2014, Power Rank: 99999999 | Read Ana's 32 other Ask SC answers

Hello,

I understand where your question is coming from. It's not easy to tell people you think they should be doing things in a different manner, because it might hurt their feelings or discourage them from continuing their work.

In my conversations with my downline, I always tend to emphasize how well they are doing first. I make sure they understand that I appreciate their efforts and acknowledge their progress. I encourage them to continue good work and do even better. I tell them they are capable of doing anything if they really want it and work hard to get it. Secondly, I suggest what I think they should or shouldn't be doing. I explain them my opinion. Sometimes I give them an example of my own actions that didn't give good results, so they can learn from my experience.

So, basically, I try to praise them first and criticize second. And when I do have to criticize, I try my best to be gentle and tactful.

I hope this answer helps you.
Best regards
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Hello,

I understand where your question is coming from. It's not easy to tell people you think they should be doing things in a different manner, because it might hurt their feelings or discourage them from continuing their work.

In my conversations with my downline, I always tend to emphasize how well they are doing first. I make sure they understand that I appreciate their efforts and acknowledge their progress. I encourage them to continue good work and do even better. I
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Affiliate since: 01/21/2014, Power Rank: 99999999 | Read William's 32 other Ask SC answers

Perhaps it is a matter of how you use the language and your intention is not accurately portrayed by your choice of words.
But based on your question I believe that you must alter your attitude towards your PSA's and CSA's!
They are our associates not our employees or possessions!
Do you criticize your friends and family? Or. do you give them friendly advice and tips based on your experience and research?
Terms such as: "I have found success doing...."
or
"Have you thought of trying it this way?"
or
"I am having some difficulties achieving this goal, how would you approach this task?"
or even
"Where are we in terms of our goals and plans to get there?"
or " I am always here to help you succeed on your terms"
will guide you to the right response or question every time!
We have the responsibility and opportunity to act as guides and mentors maybe for the first time in our lives! Read, learn, absorb, try, refine, try again, repeat as necessary and show by your actions and attitudes that you are always ready to go that extra mile. Without judgement, with no regrets, with an eye to success for each member of your team, remembering that each of us is doing the best we can with what we have and what we know!
All the best and wishing you and your team great success.


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Perhaps it is a matter of how you use the language and your intention is not accurately portrayed by your choice of words.
But based on your question I believe that you must alter your attitude towards your PSA's and CSA's!
They are our associates not our employees or possessions!
Do you criticize your friends and family? Or. do you give them friendly advice and tips based on your experience and research?
Terms such as: "I have found success doing...."
or
"Have
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Affiliate since: 03/31/2013, Power Rank: 99999999 | Read Tom and Diana's 69 other Ask SC answers

Constructive criticism should always be just that… constructive!

It can always be delivered in a loving but knowledgeable way that shows how much you actually care for that person. It is simply not necessary to be mean when delivering criticism. In fact the word “constructive” is defined as “serving a useful purpose; tending to build up” with synonyms such as “useful, helpful, productive, positive, encouraging, practical, valuable, profitable and worthwhile.”

Never talk down to your downline (nor anyone else for that matter). Always be positive in all that you say or do. You will find that most people are appreciative when someone they look up to cares enough about them to point out mistakes or inconsistencies in their work.

Remember, constructive does not equal negative but, rather, is positive and helpful.

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Constructive criticism should always be just that… constructive!

It can always be delivered in a loving but knowledgeable way that shows how much you actually care for that person. It is simply not necessary to be mean when delivering criticism. In fact the word “constructive” is defined as “serving a useful purpose; tending to build up” with synonyms such as “useful, helpful, productive, positive, encouraging, practical, valuable, profitable and worthwhile.”

Never
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Affiliate since: 05/03/2002, Power Rank: 45 | Read Mar's 582 other Ask SC answers

Giving positive but constructive criticism can be a powerful tool for downline motivation. As a Team Leader you have an important task to let your downline know where they are and where to go next in terms of expectations and goals in your organization. Use it as a tool for indicating when things are going in the right direction or for getting your downline’s attention about performance problem. Your objective in giving your positive but constructive criticism is to provide guidance by supplying information in a useful manner, either to support effective performance behavior or to guide your downline back on track toward successful performance in your organization.

Here's how to provide your positive but constructive criticism to your downline effectively:

1. State your purpose

Indicate what you would like to cover briefly and why it’s important. You should state it clearly that you’re focussing on giving your feedback on the needs of your organization towards success.

2. Be specific in describing what you observed.

Observations are what you see occur; interpretations are your analysis or opinion of what you see occur. Tell what you've noticed, not what you think of it, and report the behavior you notice at a concrete level, instead of as a characterization of the behavior. Observations have a far more factual and nonjudgmental aspect than do interpretations. Have a certain event or action in mind and be able to say when and where it happened.

3. Be direct and sincere when delivering your message.

Get to the point and mean what you say with care and respect. The manner on how you say something often carries more weight than what you have to say.

4. Deliver your message in a timely manner.

The timing when to give your constructive criticism is extremely important. You should aim to give this in real-time as close as possible to when the performance incident occurs so that the events are fresh in everyone's minds. When feedback is given well after the fact, the value of the positive but constructive criticism is lessened.

5. Offer specific suggestions to resolve a specific problem.

Make your suggestions helpful by including practical feasible examples. Offering suggestions shows that you have thought past your evaluations carefully and you’re moved to how to improve the situation. Offer an idea, if you think your downline will find it useful and don’t just push your suggestion for improvement just for the sake of it.

6. Summarize and express your support.

In your message, include a review of major points you discussed. Include a summary of items your downline can perform towards improvement. In your corrective feedback, stress the main things you’ve discussed that your downline could do differently. End your message with a positive note by expressing confidence in your downline’s ability to improve the situation.

In conclusion: Keep providing positive but constructive criticism to your downline and focus on specific events and behaviors that exceed your expectations, and let them know how much you appreciate their efforts. You’ll improve morale and enhance trust while encouraging higher levels of performance.

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Giving positive but constructive criticism can be a powerful tool for downline motivation. As a Team Leader you have an important task to let your downline know where they are and where to go next in terms of expectations and goals in your organization. Use it as a tool for indicating when things are going in the right direction or for getting your downline’s attention about performance problem. Your objective in giving your positive but constructive criticism is to provide guidance by supplying
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Affiliate since: 10/26/2013, Power Rank: 528 | Read Nafisa's 286 other Ask SC answers

Be tactful in your criticism. I believe that you make a less negative impact on your criticism and not offend the affiliate with whatever you say face to face if you do it with a smile. However when it comes to writing down your opinions, it is important to keep a few points at the forefront of your mind.

1. You want to project a positive impact to your affiliates and therefore be polite and patient.

2. When you are patient, there is tendency that you will not become annoyed with what actions they perform. Do not judge them on your standards but instead let it be a teaching experience.

3. It is important to share your own experiences with your affiliates because that will show them your reasoning behind your criticism(s). It tells them that you have also made mistakes but learnt from them.

Be careful at the tone of your voice in your emails. The choice of words is imperative. You do not want to be rude or relay a message that will undermine the affiliate or make him/her feel that you are not only being critical but that the affiliate would rather go elsewhere for feedback. You need to build a rapport with your affiliates and as such the team spirit should come out of your emails.

It is not difficult to write well, it comes with practice and making sure that you read your emails before you send them out. Practice makes perfect!
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Be tactful in your criticism. I believe that you make a less negative impact on your criticism and not offend the affiliate with whatever you say face to face if you do it with a smile. However when it comes to writing down your opinions, it is important to keep a few points at the forefront of your mind.

1. You want to project a positive impact to your affiliates and therefore be polite and patient.

2. When you are patient, there is tendency that you will not become annoyed
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Affiliate since: 06/08/2012, Power Rank: 99999999 | Read Richard's 36 other Ask SC answers

First, don't target any one individual in your group mailings. Look at how the majority of your (active) team is doing, and give suggestions/advice that is useable for many of your down-line. For example, if everyone is logging in and doing their daily tasks, there is no point harping on about logging in and doing the daily tasks. You cannot criticise your down-line in a team-mail or other bulk mailing!

People like to be recognized, and have their achievements acknowledged. Citing examples of what is working for members of your team can inspire others to try similar methods.

For each individual member, you need to first establish some form of contact with them. Whether by email or chat, or even on the phone, talking with the person will help you to better understand their needs, wants, and desires. Through this process, you can start to offer advice and ideas which can help that person achieve their goals.

Criticism, whether positive or negative, constructive or damaging, is never appreciated, unless asked for. So before you shoot your mouth off, ask if the person would be willing to receive some criticism. Many people will then answer yes, and actually listen to what you say. To keep the conversation positive, start with what they're doing right. Stay away from any kind of negative comments as much as possible. You can then mention things that you know would benefit their business efforts, and make sure that you ask for their thoughts on the idea, and LISTEN to what they say.

Before you start criticising others, you may want to have a member of your up-line critique your operations and methods first, just to be sure that you're not about to put yourself in a bad position with regards to how your down-line think about you. Keep in mind, it might be you that needs to rethink how things are down...
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First, don't target any one individual in your group mailings. Look at how the majority of your (active) team is doing, and give suggestions/advice that is useable for many of your down-line. For example, if everyone is logging in and doing their daily tasks, there is no point harping on about logging in and doing the daily tasks. You cannot criticise your down-line in a team-mail or other bulk mailing!

People like to be recognized, and have their achievements acknowledged. Citing
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Affiliate since: 03/13/2014, Power Rank: 971 | Read Reuben's 70 other Ask SC answers

1. Well Maja, your question is quite contradictory. One generally criticizes an employee or a person working under you. Please understand that in SFI all the affiliates both the up line and down line members are equal partners/associates in this online business; therefore the concept of “constructive criticism/quality criticism” does not arise.
2. Yes, many of our down line affiliates do require a lot of guidance especially if they are new to online marketing/duplication. They do tend to be careless or show lack of interest while carrying out their daily tasks, once they log in. Out of the 11 /12 tasks available, many of them select four to five of these tasks & review the same; thereby losing the remaining 6-7 daily VPs. They also tend to skip some of the getting started action points thereby missing a lump sum of 100-3500 VPs due to carelessness or ignorance.
Some of them even fail to review their daily launch pad lessons as they may be unaware of how to go about it.
3. Well, this is how I go about guiding them without any criticism. I start my mail, appreciating their involvement and dedication by logging in. Next I make them realize the value of each versa point by mentioning these VPs as their “bread & butter” in their chosen online business. I gently warn them not to neglect these precious gems which can play an important role in increasing their commission benefits from the common executive pool.
At the same time I also guide them step by step in clicking the right tabs to review the Launch Pad lessons, especially the yellow tab on the right hand corner of the launch pad page to collect the 15 VPs. I have found many of them are unaware of this 15VP yellow tab. Many of them also do not click the survey questions in the “daily to do list” action points and select one of the options for each of the twenty questions.
Some of the others do not know how to go about using the SC tab for voting the answers given by different affiliates to questions asked by others(both beginners & experienced affiliates) ,thereby missing another vital daily VP .I also had a similar problem in my initial stages. I used to regularly miss out the VP for Ask SC as I did not know how to go about clicking this tab to open the 10/20 answers for voting!
4. Whenever some of my down line fail to log in, I immediately shoot out a mail to them reminding them that they cannot afford to exhibit such carelessness if they want to progress in their business. Well, this is another mild way of advising them.
5. You should generally go about giving them friendly tips from your experience in SFI, instead of criticizing or finding fault with them.
6. Further, using some of the phrases given below will guide & help you to evoke the right response from them, each time
“Hope all fine at your end”
"I have noticed that you are doing fine, but some of your actions are not going as planned".
“I am always here to help you succeed on your terms"
“Why don’t you try it this way?
“Are you approaching in the right direction to achieve your set goals and plans in SFI?
“I am also having an issue; can you help me with your advice?
"I would advise you"
"I would suggest you"
"I would solve that problem in this way..[explain the solution]"
"I think it can be solved in another, more effective way"
Finally, to close the mail you can use-"Let me know if that helped you"
"If you still don't understand, just ask me and I’ll try & explain you better".
6. To summarize, lets make use of this golden opportunity as team leaders to mentor and guide every member in our down line without any judgmental attitude and helping them succeed in this legal, rewarding, transparent online venture, courtesy our SFI Leader Gery Carson!

Wish you and your team a great success.

.

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1. Well Maja, your question is quite contradictory. One generally criticizes an employee or a person working under you. Please understand that in SFI all the affiliates both the up line and down line members are equal partners/associates in this online business; therefore the concept of “constructive criticism/quality criticism” does not arise.
2. Yes, many of our down line affiliates do require a lot of guidance especially if they are new to online marketing/duplication. They do tend to
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Affiliate since: 08/16/2014, Power Rank: 99999999 | Read Vijayan's 63 other Ask SC answers

Dear Friend,

Everyone understands here that strong TEAM is important for SUCCESS and it is also true that SUCCESS doesn't come without hard work.

Let me tell you what one my friend in SFI do, trust that will help you as well as other friends that reads this.

He just do not send email telling them to log on to SFI, do to-do list, earn VP, do duplication, purchase needed products from TripleClicks instead of other stores etc., but always runs a competition with some reward and he has been successful (not though 100% but at least 50%) in converting inactive affiliates to active affiliates.

I have learnt this from him and will definitely do it. Suggestion here would be for you is to engage in motivating, encouraging your downline in all possible ways as that is our main job as leaders..

Wish you good luck!!
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Dear Friend,

Everyone understands here that strong TEAM is important for SUCCESS and it is also true that SUCCESS doesn't come without hard work.

Let me tell you what one my friend in SFI do, trust that will help you as well as other friends that reads this.

He just do not send email telling them to log on to SFI, do to-do list, earn VP, do duplication, purchase needed products from TripleClicks instead of other stores etc., but always runs a competition with some
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