How to properly criticize employees

It is known that fair and justified criticism helps to increase personal efficiency and performance, as well as stimulate a person to complete his tasks.

Especially often we are faced with criticism from the management, and we do not always correctly understand its necessity. And all because many managers simply do not know how to properly criticize their employees for the benefit of them and the company. What criticism should be applied to employees? How to criticize subordinates in order to avoid humiliation, insult and resentment?

Criticism-assessment

In this case, such criticism is presented as a qualitative assessment of the professional activities of an individual employee or team as a whole.

Using criticism as an assessment, the manager expresses an opinion about the quality of the work done, about possible mistakes and how to solve them, about the effectiveness of using tools in everyday work. Employees often accept this type of criticism calmly and adequately.

Such criticism will be perceived more favorably by both management and subordinates.

In order for the criticism-assessment to lead to the desired result, the manager should accept the employee's point of view regarding the assessment received from the management.

Criticism-system

This type of criticism is a certain system of interaction between the leader and subordinates.

Many companies practice planning meetings, meetings, working sessions in order to analyze the work of the team as a whole or each employee individually.

As a rule, at such meetings interim results of work are discussed, problems are identified and ways to solve them are determined, and responsible for the implementation of work issues are appointed.

Criticism-system allows you to accustom employees to a certain style of work and interaction with management, to take responsibility for their professional activities. Such criticism is systematic, and therefore is the most effective.

Criticism-questions

This type of criticism allows the manager to give the initiative to the employee to explain the reasons for low productivity, work errors, inattention, or vice versa, manifestations of excessive interest, activity, and the adoption of certain decisions. In this case, criticism must necessarily begin with questions that the leader seeks to get answers to.

This allows employees to show their individuality, express their own reasoned point of view, and give a personal assessment of their professional activities.

Criticism-attention

When criticizing employees, the leader must, first of all, pay attention not only to words and deeds, but also to the person himself. It is very important to make it clear that each subordinate is an important component of the overall working system, and the coherence of the team depends on him.

Even if the employee is guilty and the main task of the leader is to punish the subordinate or pay attention to his misconduct, he must do it correctly and carefully.

You should not raise your voice and go on shouting, only an attentive attitude will help to avoid an unpleasant situation.

Important tips for applying criticism:

Criticism should be carried out gradually. It is better when criticism is used in symbiosis with praise.

The manager must apply criticism immediately, identifying the problem or misconduct of the employee.

Criticism should guide employees towards positive changes, increasing their work efficiency.

The manager must give the employee the opportunity to speak out and explain the reason that led to the situation requiring criticism.

Any criticism should take place in a dialogue form, giving each participant in the dialogue the opportunity to express and justify their opinion.

Criticism can give both positive and negative results, it all depends on how you approach this issue. Let only constructive and constructive criticism be in your life.