Constant Criticism at Work? It Might Be a Team Problem, Not a Person Problem
Excessive criticism in teams often stems from environmental factors like envy and a lack of psychological safety, leading to defensive behaviors and indirect communication. This can drain employees, lower job satisfaction, and reduce engagement, e...
The amount of criticism an employee faces can be quite high in many teams, and this can become apparent over a short period of time. The behavior of the team member can be a result of the environment he or she is working in, even if it might seem like a personal trait. The level of criticism can be a result of underlying emotions such as envy, as indicated by research by organizational psychologists. High-performing employees were more likely to be criticized when envy was a factor in the team (PubMed, 2023).
Communication starts to shift in teams where people do not feel comfortable enough to speak openly. Employees might rely on indirect forms like criticism instead of directly discussing or collaborating. A low level of psychological safety could lead to defensive behaviors, which can include pointing out others’ mistakes more frequently, according to findings from BMC Psychology. This experience can be draining for those on the receiving end. Feedback that is always negative could result in lower job satisfaction and higher stress levels, especially when it feels personal (PubMed, 2020). This can affect an employee’s confidence and reduce how much they engage with work in the long run, even if their performance has not changed.
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Who gets criticized in the end? Hierarchies that are rather informal play a role in assigning critique, where some individuals become easier targets based on their position within the group, as shown by research in Frontiers in Psychology. Others start using criticism to maintain their own standing or direct attention away from themselves. It starts to affect the team as a whole when this behaviour is normalised. Peer criticism in excess can reduce trust and limit collaboration, according to the Harvard Business Review. Team members start becoming more cautious and focus on avoiding mistakes rather than contributing ideas, which slows down progress greatly.
It should be noted that not all criticism is harmful, but the frequency of negative comments without a clear purpose for doing so points to underlying tensions within the group, which changes the focus from the individual to the environment. Criticism is seldom done in isolation. Rather, it points to underlying tensions within the group culture, which includes underlying competition and a lack of trust.
