All people tend to make mistakes.
Remember your last fuckup, how did you feel?
What would you like to hear at this moment from the leader, mentor, customer?
At the recent workshop only 3 of 10 participants mentioned that at that very moment they would like to hear criticism, even constructive. The rest would prefer to hear, there is still the opportunity to make it right and show the best result.
Most of us, somewhere inside, feel that something has gone wrong, and are already introspective before we are called for a conversation.
What is criticism?
Praise. Praising is always pleasant and helpful; the lack of praising demotivates even the most productive and highly paid employee.
Developing feedback. It is used in setting goals, results corrections in order to eliminate minor faults in the work of the employee.
Constructive criticism
It is aimed at pointing out a person’s faults in work.
Criticism should be:
- Specific. Point out a person’s specific fault. And it is advisable to make sure that he considers the incident a mistake.
- Timely. The manager has a maximum week for feedback. Then it’s late.
- Constructive, suggest ways to solve the problem.
- With consequences. It is necessary to clearly explain to the person what will happen if he does not take into account the recommendations and does not correct mistakes in the future.
How much criticism is optimal?
The manager must determine the intensity of criticism depending on the personality type with whom he works.
For employees with developed self-criticism, one indication of a mistake is enough for a person to understand everything and try to improve.
For those whose superego dominates, few simple hints are not enough. They argue, prove their non-involvement in the incident, tend to shift the responsibility to everything and everyone. You should communicate with such people in a stricter tone and do not forget to indicate the consequences of repeated fuckups to them.
How not to criticize?
To discuss an employee’s mistakes in his absence.
To criticize in public.
To allow sarcasm, manipulation and ambiguity in statements. “Everyone says”, “they told me” and so on.
To get personal and cast doubt on a person’s expertise, after all, they did take him to this job.
And finally, to give vent to emotions. You need to criticize in a neutral tone, being in emotional stability.
In a word, “Give feedback as you would like to receive it yourself” is the unspoken principle of any good manager. The culture of business relations in the modern world is built on positive and mutual politeness, and “carpets” are gradually becoming a relic of the past.
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