Good way to criticize employees

Original Chinese Text-good way to criticize employees

Check the intention of Criticism. Before criticizing employees, you must check your emotional status. Does the employee's mistake make you angry or betrayed? Is your mood forcing you to retaliate against this employee? If the answer is yes, please calm yourself down before talking to him.

[Kiki] This is often overlooked. I often call my subordinates for criticism after the problem occurs. finally, I was so angry that I felt that I was not doing the same thing. I had a bad relationship with everyone, and later I found that criticism was not very effective. in the future, we should note that we should first think about our purposes, criticize the cause, and expect the results before asking our colleagues to come. you 'd better write it down on paper first.

　　Select the time for criticism. Criticize employees in private as much as possible to eliminate negative emotional consequences. Place yourself in place. Do not blame employees for their carelessness and laziness. Try to analyze the mistake from his perspective. Is this error caused by poor communication? Is it because employees are overloaded? Or are we victims of lack of experience or office politics? Use interviews with employees to find out the real cause of the problem.

[Kiki] Time! This is very important. especially when the other party realizes that there is a problem, the criticism is very effective. if the other party still does not know that he has made a mistake, he needs to provide some information to let him know that the incident has something to do with him. for example, you can talk about the problem at the regular meeting, and then don't point out who's problem. after the meeting, I spoke separately, so that the other party had a mental preparation. it is particularly important to figure out the cause of the other party's mistakes, and whether other people have unshirkable responsibilities, including themselves.

　　Use "sandwich technology ".During criticism, you must be right. There are three layers of Methods: First, actively evaluate the employee's job performance and character to establish his self-confidence; then, express your criticism to him; finally, let him ensure that he can correct the mistakes in the future.

[Kiki] The primary principle of criticism is not to blame people. if you have problems, first criticize yourself. the comments should be pertinent, and it is best to discuss the correct methods or measures together.

　　Prepare for self-defense.Even the most artistic criticism may lead to negative emotions of the other party. Therefore, you must be prepared for this purpose. When the employee is resisting your criticism, you should focus on the final result as much as possible, rather than immediately responding.

[Kiki] I have deep feelings. in the past, when I criticized each other, I was beaten by the first army because I was not prepared to end it. therefore, if you have to prepare yourself and make minor mistakes in the content to be criticized, you 'd better criticize yourself first and commit to correct the content together. afterwards, you must keep your promise and actively correct the problem.