Regarding the skills of workplace criticism, don't be too direct, otherwise the effect will not be achieved, but people will be offended!
The common way for leaders to criticize their subordinates is nothing new except for being violent. Of course, there will be some malicious sarcasm, but it is more difficult to accept that there is no violent temper. If the leader continues to criticize in this way, it will easily affect the work mood of employees, and even lead to excellent employees to act against themselves. So, as a leader at work, what criticism skills should you master? Today, I will share three with you guys, the details are as follows:
1. Affirmative criticism is easier to accept humbly: that is, when criticizing subordinates, first affirm them in a certain aspect, such as past work performance, etc., and then elicit the wrong parts of employees, so that employees can learn from It is easier to recognize one's own mistakes in the heart, and will not deliberately refute and refuse to admit it because of the rebellious psychology and the leader. Affirmative criticism can not only improve the efficiency of leaders, but also enhance the relationship between leaders and subordinates, and make criticism more valuable. Isn't it more meaningful and efficient than simply throwing a tantrum and letting employees admit their mistakes? Grumpy leaders may wish to try this little trick.
2. Comprehensive criticism is easier to point out the direction for people: subordinates make mistakes in the work, and the leader criticizes simply for the mistakes. But who wants others to rub salt in their wounds? Therefore, leaders may wish to use a comprehensive method of criticism, that is, after analyzing the reasons for errors and correcting methods for employees, they will clearly point out the errors of employees, so that employees will no longer deliberately feel sorry for the leader's criticism because of resistance. , then the leadership's criticism work will naturally become logical, a matter of course.
3. Sincere criticism is more likely to make people feel apologetic: Although the subordinate is at fault first, the leader cannot criticize the subordinate emotionally first. This is the most likely cause, either the leader is more emotional, or the employee is more emotional, and the result is definitely unimaginable. If the leader preconceivedly communicates with the subordinate in a sincere way of criticism, it will make the subordinate feel apologetic in the face of mistakes, thereby improving the efficiency and quality of the leader's handling of work problems, and the subordinate will also recognize and support the leader more. Therefore, criticism does not necessarily have to be violent, but a more sincere tone may lead to a greater change.
There may be some leaders who criticize employees for adopting a violent temper. It may be due to their character, or it may be to show their power. No matter which one is, it does not have the real meaning of criticism. If the purpose is to convince employees of themselves, rather than to make employees have a correct understanding of the mistakes they have made, there will be no criticism at all, because in addition to intensifying contradictions, it is easy to cause greater emotional loss of control. Work or management of employees will be an unpredictable disaster.
