How Should A Manager Criticize Your Subordinates?

Act as Administration Criticism is an important means to improve management. Criticism makes people feel uncomfortable. Criticism is an art for Chinese who regard face as life. Criticizing others is often a sin to offend people, but good medicine is bitter and honest. However, we often ignore skills when criticizing others. Since the development of medicine, many good medicines have already been coated with sugar or cooked by honey, and they are no longer bitter. So we should also study the skills of criticizing others so that our advice will no longer be unpleasant to us.

　 First, it is best to propose when alone.

Marlene Kay, chairman of the US cosmetics company Marlene Kay, would never sit behind the boss's desk and talk to the other side when criticizing people. She thinks that the desk is a physical obstacle. The desk represents authority, giving people a sense of condescending importance, which is not conducive to communication and communication. She always invited each other to sit on the sofa and discuss in a relaxed environment. When Marlene Kay criticizes a person, he always interviews with the critics alone, rather than accusing them in front of the third party. She thinks that to blame someone in front of the third is not only to discourage morale, but also to show the extreme cruelty of critics. "It is absolutely unforgivable for a manager to blame an employee in front of the third party," she said.

In the presence of other colleagues, a subordinate is criticized and scolded by the leader, which is very sad for his subordinates. The image of subordinates in front of their colleagues has been damaged and their faces have been lost. Criticism should not be carried out in public, especially in the face of people who are familiar with him. Otherwise, it will make the other person feel hurt, increase his psychological burden, and influence the effect of criticism; criticize people, especially pay attention to not criticizing him in the face of the inferior of the other party or the guests. Otherwise, the other side will think you are deliberate. To expose his ugliness and embarrass him will lead to opposing confrontation. Many quarrels are often caused by criticism.

　 Two, create a critical atmosphere.

The purpose of criticizing others is to help others understand mistakes, correct mistakes, and do well in their work. Instead of beating others or killing others, they are not trying to vent their anger on others or show their prestige. Therefore, we must be sincere when criticizing others, and stand on the other side's position to care and love. Treat him with sincerity and sincerity, because this will create a tense atmosphere and create antagonistic psychology. If criticism is to achieve the effect of correcting the critics, it is necessary to create an atmosphere acceptable to the other.

　 Three, begin with sincere compliments.

No matter what you want to criticize, you must first identify the strong points of the other side and praise them before and after criticism. This is what I call "sandwich strategy" in the big criticism. Therefore, when criticizing the other side, if he only mentioned the shortcomings of the other side and did not mention his strong points, he would feel psychological imbalance and feel wronged. For example, a person usually works very well and occasionally has a quality accident. If he criticizes him only when he accuses him of causing an accident and does not confirm his previous achievements, he will feel that he has done nothing in the past, resulting in a resistance mentality.

A little praise or compliment must be given before criticism. according to Psychology Studies show that the most important psychological obstacle of a person being criticized is that they are worried that criticism will hurt their face and harm their interests, so help him to dispel the worry before criticizing him, and even make him think that he is more successful than others. Then he will voluntarily give up his psychological counteraction and be more receptive to your criticism. Facts have proved that this method of criticism is very effective.

Four, use the tone of co operation rather than the tone of command.

A woman writer was invited to give a lecture at a certain school, and the time was scheduled for the first lesson in the afternoon. Before she started to speak, she found that some students were dozing off. She clapped the table and said loudly: "in this sultry afternoon, everyone will listen to my old woman, and I would like to doze off, but it doesn't matter. You can sleep peacefully. But there are two principles. One is to be graceful and not to lie on the table. Two, it is not allowed to snore, so as not to disturb others. After that, the whole hall burst into laughter, and no one fell asleep again.

Five, propose solutions.

We criticize others rather than criticize the other side, but criticize his erroneous actions. By pointing your criticism to his activities, you can actually give him a compliment and establish his own self to let him know that you do not think he will commit such a mistake, and you want him to do better. Therefore, in order for the criticism to achieve the desired result, we should not only let the other side have a mistaken attitude, but also help the local produce an improved plan, so that the criticism can achieve the desired effect.

Six, ending criticism in a friendly way.

If you criticize others positively, the other party will be more or less under certain pressure. If a criticism is disorganized, the other party will increase mental burden, produce negative emotions and even antagonize emotions, which will create obstacles for future work or communication. Therefore, every criticism should be ended in a friendly atmosphere, so that we can solve the problem thoroughly. At the end of the meeting, you can give encouragement to the other person and put forward feelings of hope. Let him recall the meeting as a commend to you rather than an unexpected blow, which will help him dispel his worries and enhance his confidence in correcting mistakes and doing his work well.

It is necessary for a critical conversation to pull back, encourage and relax. This emotive objective evaluation often warms the hearts of the critics and enables them to accept the lessons sincerely. After criticism, some measures can be taken to help the other party to remedy the consequences of errors, especially interpersonal relationships. as Leader It helps to get a sense of closeness if you want to talk to your critics about your work or matters, or ask him to do something personal.

　 Seven, stick to the principle that things are not right.

If you can do something right, you will not care about your position. Because after that fact, you will be loyal to facts and accept this fact. We can not be loyal to facts, not only can we not understand the essence of the problem, nor can we go through the process of finding the right solution. " Yes, the critics should be as accurate and specific as possible. They should criticize what they have done wrong, and not because they have done something wrong. They will talk about how bad this person is, and talk about the whole person with one thing, and say nothing to him. For example, using "never", "always", "fundamental", "irreparable", "I can see through you" and other words to negate people are undesirable and should be avoided.

Therefore, in order to find out the real solution, we must first stand ourselves on an unbiased position. It is not fair for people to criticize a certain behavior, but not to criticize a person; for things that are not human, it emphasizes a fair principle, a kind of equal attitude, from a certain point of view, to respect employees' subordinates. And it is beneficial for people to form a fair atmosphere. company Rational and healthy growth.