If the leader criticizes the subordinates like this, the subordinates will work hard. It is worth a try!
There is praise at work, and criticism is inseparable. And criticism requires more skill than praise, because a little less can backfire and lead to more problems in the work. So, as a leader how to effectively criticize employees? The answer is not that complicated, in fact, as long as you master 3 skills. It is easy to understand and more conducive to practical implementation. Leaders in the workplace may wish to try it. The specific details of these three skills are as follows:
1. Criticism is concealed and results are made public: Criticism is more of a face than mistakes for the criticized person. To make the criticized person more easily accept the mistakes they have made, the leader needs to covert the criticism behavior, that is, alone. Criticism with the criticized. This can reduce the discomfort of the criticized person due to the issue of face, and at the same time reduce the inner resistance to admitting mistakes, and also improve the efficiency of the leadership's criticism work in disguise. The criticism skills that kill three birds with one stone are worth all leaders have. The last thing to pay attention to is that the results of the criticism should be made public, otherwise it will be difficult for the criticized to have the purpose of taking a warning psychologically.
2. Criticism is guided and arranged in a meticulous manner: Criticism is by no means simply angry and angry because of the unsatisfactory work results, which can easily lead to the resistance of the criticized. ? Therefore, criticism should be guided, and if it fails to come up, it will be opened, so that the criticized person has a process of cognition of his own mistakes, which can allow the criticized person to have a natural excessive time psychologically. During this time, the leader can follow the instructions and point out the mistakes. At the same time, the details of correcting errors should be arranged properly. Such criticism will make erring employees clearer about how to deal with their mistakes.
3. Timely criticism and flexible suggestions: Since it is criticism, it means that there is a problem. Then we must not wait to deal with the problem, we must do it in time, and don't wait for the error to develop to be big enough to deal with it in a hurry. On the one hand, it is easy to make the criticized person doubt your leadership ability, and on the other hand, it is easy to lose control of the whole thing. While criticizing in a timely manner, it is also necessary to give suggestions flexibly. Don’t rigidly ask the criticized person to do what to do as soon as they come up. Although he has made mistakes first, he cannot ignore his current psychological feelings. Flexible suggestions can be quickly Let the approved people accept it, so as to improve the efficiency and quality of work.
It is a common thing for leaders to criticize their subordinates at work. Although some employees seem to be fatigued by this behavior of leaders, leaders cannot but pay attention to their own criticism skills. Because the ultimate purpose of criticism is still for work, rather than the venting of personal emotions, it is particularly important whether criticism can bring more meaningful value to leaders and employees at work. To make employees work harder, leaders cannot ignore critical skills at work.
