When constructive criticism in the workplace is given in a positive manner, it can help an employee become more efficient and productive. When it is given improperly, it can cause harm, creating ill feelings among employees that can ultimately lead to them leaving the company. No one is perfect and employees will make mistakes from time to time, some of which may irritate and even anger their superiors. Below is how these situations should be handled.
Avoid Speaking With Employees While You’re Upset
It is perfectly natural for a manager to become upset when an employee does something wrong, especially when they should know better. It is easy to explode and yell at the employee, and this is the type of management style that many supervisors and executives embrace. However, the simple fact of the matter is that it doesn’t work.
Employees that are yelled at or reprimanded, especially in front of their co-workers, will be humiliated in a manner that they’ll never forget. Instead of building them up this way of managing tears them down. When a manager becomes angry due to the actions of an employee, they should first calm down before approaching them, and the conversation should always take place in private.
Begin The Conversation With A Positive Note
When giving an employee constructive criticism you should begin on a positive note, transition to the negative aspects of their performance, and then end with on a positive note. This makes the criticism easier to handle, and employees will respond in a better way.
Focus On Solutions And Be Specific
Constructive criticism which is vague is not constructive at all. It must focus on the areas which need improvement, and managers should never beat around the bush. The criticism must always be solution oriented. Otherwise it is just complaining, which no one wants to hear. A manager that can show an employee what they’re doing wrong while offering up solutions is a valuable asset to any organization they work for.
Request Suggestions From The Employee
Many employees are unhappy with certain aspects of their work, and have ideas for how things can be improved. Unfortunately, many managers don’t listen to them. This can be very frustrating, and in extreme cases may cause the employee to quit. Allowing employees to provide suggestions and then implementing some of them will make them feel important, which will boost their confidence, self-esteem and productivity. It will also enhance their problem solving skills.
Focus On The Work Rather Than The Individual
Managers should avoid personal attacks on employees at all costs. Focus on the problems which are specific to the work they’re performing, as opposed to any personal issues they may be having. It is also important to avoid name calling, assumptions or descriptions such as being lazy or uncaring, regardless of whether it is true or not.
Finally, it must also be emphasized that people have diverse personalities and some individuals will never be fond of each other. While a manager may not like an employee personally, and vice versa, these feelings must be set aside in a professional setting.