6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
Li Yang is a sales manager of a company. When he saw that his subordinate clerk Xiao Feng made the wrong sales statistics again, he was a little annoyed: "This Xiao Feng, I don't know how many times I made a mistake, what is in my head? What are you thinking about!" Although he was dissatisfied, Li Yang still didn't blame Xiao Feng.
He has his own ideas: today's young people are simply reluctant to accept the advice of others. Sometimes they will write their dissatisfaction on their faces if they say a few words. . Why conflict with subordinates for these things that can be corrected by themselves?
In the workplace, there are many managers who are reluctant to blame their subordinates for fear of conflict. Of course, there are also other types of managers. In such a situation, there is no way to calmly point out the mistakes of their subordinates, but they will become emotionally angry. Of course, the result of doing so will be counterproductive, and it will not achieve the effect of real management.
6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
The famous management scientist Peter Drucker once said: "The culture of an organization does not mean getting along well. What matters is not a good relationship, but a good state of work. It is not satisfied with work, but obtained through working relationships. Reconciliation-based interpersonal relationships, even if they appear to be harmonious, are lackluster and corrupt the organizational culture. It doesn't make people grow, it just makes them adapt or shrink.
Within a team, if an organization is to be dynamic, conflict is inevitable, and one of those conflicts is blame and criticism. Only by blaming the other side for what they didn't do well and helping the other side find problems, can the other side truly grow and the team will grow.
When you are a manager, your role is different from that of your subordinates. In addition to leading the team to accomplish work goals, your most important mission is to train your subordinates and make the team the best possible team. Only with this sense of purpose will you not be afraid of short-lived conflicts over blame.
So how should we blame our subordinates correctly, and let them accept it readily?
6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
- Bravely face management and say "what to say"
There are many personal high performers in the workplace who can easily do their jobs, they tend to perform very well, but when they are asked to lead people, they often don't work well, "management positions are not suitable for me" "Is it right? Their own ability is not enough", they began to feel self-blame and doubt about themselves.
Why is this so? The main problem here is that they don't really understand "what the job is supposed to do" and don't really play their current managerial role. Because in the management process, if you overly consider the emotions of employees or worry about being hated by the other party, it is impossible to criticize and correct employees when they make mistakes. In this way, the team cannot grow, let alone achieve good results.
6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
- Find out the situation first, and then speak
In daily work, subordinates always make mistakes for various subjective/objective reasons, or violate company rules and regulations. Before you blame and criticize, you must first understand the reasons for the problem, and then criticize and educate on facts.
For example: The subordinate is late for work again in the morning, so you immediately ask him to come to the office to reprimand: "What are you doing? How many times are you late this month?"
The subordinate replied docilely: "I'm sorry... The car on the road had a traffic accident today, and I came late because of the contact to deal with it.
At this time, even if you say: "At least you should call first and explain the specific reason", it often can't ease the awkward atmosphere. Even if you then point out the correct way to deal with the subordinate, the subordinate may not hear it because he has just been scolded in the face.
Therefore, you should say something like, "Why are you late today?"
The subordinate replied: "There was a little traffic accident on the road, and it was late because of the contact to deal with it."
At this point, you can show the manager's rationality and fairness: "It's excusable, are you okay? However, next time you have something similar, you can call back to the company first, so that everyone won't worry.
After confirming the truth of the matter and then taking corresponding punishment, the staff will be more convinced of you.
6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
- When employees make mistakes, they should immediately correct them
Criticizing employees should pay attention to timeliness, otherwise, they will not be able to make subordinates better reflect on their old accounts afterward. The best time to criticize is not to look for the least embarrassing time, but to criticize "on the spot and immediately", because the incident has just happened, and he will correct it immediately when his memory is fresh, and his feelings and memories will often be particularly profound. , and most likely won't make the same mistakes in the future.
- The time for blame and criticism should not be too long, at most three minutes is enough
When managers blame and criticize employees, the time should not be too long. Because the time is too long, the focus of the matter will become more blurred, the focus of the other party will be unsustainable, and the dissatisfaction will increase exponentially. Sometimes too nagging and cursing, the mentality of rebound will be far greater than the mentality of reflection.
Recalling our experience of being criticized by teachers when we were in school, we know that no one likes to be "scolded". The longer they are scolded, the less they listen. The purpose of criticism is only to let the other party "discover their own mistakes and actively improve", so the focus of your criticism should be on how to make the other party accept it and how to make the other party take the initiative to improve.
6 Tips for Criticizing Subordinates to Master to Make Your Management Really Valuable
- Criticism is only aimed at one thing, and never refers to other content
Criticism is only to make the other party realize what he did not do well. If two or more bad things are raised at the same time, it will only make the criticized person feel confused: So what? What should I do? it is good? "Where on earth do I start?" After listening, they may not know where to start because you're blaming so many points: the more directions, the more blurred the focus.
- Make it clear what you want the other person to achieve
Sometimes after criticizing the subordinates, the subordinates will make the same mistakes again after a period of time. The reason is that sometimes the managers do not clearly state their expected goals and requirements when explaining the work, which may cause the subordinates to understand the goals and results. different. Therefore, only by giving subordinates clear and clear improvement goals, can subordinates find the exact direction to follow.
If you expect to improve the effectiveness of individuals and teams by leading the team, then you must learn the methods and skills of managing the team, learn the skills of praise and criticism, and really help team members to grow, so that the team you lead can Real success is the final step in furthering your personal success.