✎ Lead.
As a leader, how can you make your subordinates realize their mistakes without hurting their self-esteem and motivation to work?
When I was consulted by clients, there were always managers who complained to me that their criticism was not working, and that their subordinates not only did not correct themselves, but also became more and more difficult to manage.
Just some time ago, there was a post on the Internet that read:
"The new post-00s intern is too difficult to discipline, criticize him for a few words, and when he is unhappy, he will not come to work and leave messages."
As soon as the post was posted, it instantly aroused onlookers and discussions among netizens.
In fact, it's not just a question of intergenerational communication, it's a question of how to critique effectively.
Only when the method is right, your criticism can be listened to by your subordinates.
When employees make mistakes, what kind of criticism do they want to hear?
01
Communicate privately and avoid public shaming
Criticism, especially public criticism, can easily touch on the dignity and face of the individual.
Deep down, everyone wants to be respected and recognized by others, so criticizing subordinates in public is often counterproductive, and it is easy to trigger resistance and rebellion among subordinates.
As a leader, you need to understand this deeply and choose a more private and appropriate environment to present your criticisms and suggestions.
Practical Suggestions:
When you need to point out a subordinate's shortcomings, invite him to your office or have a conversation in a relatively quiet, undisturbed environment.
Before criticizing, you can ask your subordinates if it is convenient to show respect.
This practice of "progressive criticism" not only protects the subordinate's self-esteem, but also allows him to focus more on the problems you point out, allowing him to improve more effectively.
02
Promote first and then suppress, pay attention to balance
Effective criticism requires a balance between pointing out problems and seeing the strengths and efforts of subordinates.
As an employee, let me hope that I can get some affirmation and encouragement while accepting criticism.
If leaders can point out the strengths and efforts of employees in criticism, employees will feel understood and respected, and it will be easier to accept and correct mistakes.
Practical Suggestions:
Leaders can start by complimenting their subordinates on their performance, professional skills, or team spirit, and then suggest areas for improvement.
This kind of "sugar-coated" criticism can make subordinates more receptive to criticism and motivate them to improve.
When implementing, leaders should specifically describe the strengths and achievements of their subordinates, so that subordinates feel that their value is recognized.
Then, objectively point out the existing problems and give specific suggestions for improvement. In this way, subordinates can be more clear about their own shortcomings and the direction of improvement.
For example: "You have always been responsible in your work, and you have put a lot of effort into this project, but there are still some things that can be improved in terms of XX..."
03
Speak softly and avoid sharp words
The language of criticism has a crucial impact on its effectiveness.
The purpose of criticizing employees is to promote improvement, not to create contradictions.
Therefore, leaders should avoid using sharp or mean words when criticizing, especially for those employees who are impatient, as they are prone to negative emotions.
Instead, leaders should use gentle, rational language to express their opinions and suggestions. This can reduce the defensive psychology of subordinates, making them more willing to accept and reflect.
Practical Suggestions:
When spotting a subordinate making a mistake, the leader can use some euphemistic expressions such as "I feel", "I notice", etc., to soften the impact of the criticism.
At the same time, maintain a calm and rational attitude, and don't let emotions affect your language.
Through peaceful and rational communication, subordinates can be more sincere in facing their problems and seeking ways to improve.
For example: "I feel like we have room for improvement in terms of XX." You see, it's okay to adjust it like this..."
04
Clear guidance and directions for improvement
Effective criticism is not just about pointing out the problem, but also about providing a clear direction for improvement for subordinates.
As a leader, it's your responsibility to help subordinates identify problems and develop solutions, giving them a clear goal and direction in the process of improvement.
Practical Suggestions:
After the criticism, you can discuss specific improvement plans with your subordinates.
Depending on the nature and severity of the issue, you can provide specific advice, resources, or training support to help them improve and improve their ability to do their jobs over time.
For example: "I've noticed some negligence in your handling of this project, and I suggest you try to make a more detailed work plan or enlist the help of a colleague to make sure the project runs smoothly." ”
For those who are introverted and reflective, asking questions can stimulate their thinking and guide them to self-reflection can promote their growth more than direct criticism.
As the famous saying in education goes, "It is better to teach a man to fish than to teach him to fish." ”
05
Maintain trust and expectation
When subordinates accept criticism, they often worry that the leader will have a negative view of them as a result, which will affect their career development.
To dispel this concern and maintain harmony in the team, leaders need to make it clear that your criticism is right and not personal, and emphasize that you still trust their abilities and potential.
Practical Suggestions:
Make it clear to your subordinates that your criticism is not a rejection of them personally, but rather that you want them to improve and improve in their work.
Express your expectations for their future performance and encourage them to face challenges and difficulties positively. By maintaining trust and expectation, we can stimulate the enthusiasm and self-confidence of our subordinates and promote the harmony and development of the team.
For example, "This criticism is not a denial of your abilities, but a desire that you can do better in some areas." I believe you have what it takes to solve these problems and look forward to your progress. ”
✎ Write at the end
Overall, effective criticism requires care, patience, and strategy.
As a leader, your goal is to help your subordinates grow and improve, not just find their mistakes.
By following the above advice, you can ensure that your criticism is both on point and humane, thus promoting harmony and progress in the team.