Not many people can accept criticism in their address, considering it groundless. Especially if it sounds harsh in front of others. Sometimes criticism offends, humiliating human dignity, and all because it, criticism, is rarely constructive and increasingly resembles a demonstration of the strength and authority of the leader in front of subordinates. Not everyone can make constructive comments without switching to a raised tone and personality. Considering himself always and in everything right. No matter how insulting it may be. It is precisely such relationships that most often occur, moving away from the primary task of criticism is to improve and promote the common cause.
To exclude any ambiguities between the manager and the subordinate. Several simple rules of constructive criticism should be taken into account.
Rules of constructive criticism:
The manager, first of all, needs to remove the accusatory tone. And start talking to the subordinate on an equal footing, and not from the height of his position.
For criticism to be constructive, it is worth making comments in private, perhaps in your own office. And not so that the rest of the staff can hear. This can hurt the pride of a subordinate or even humiliate them.
A person should be allowed to express his point of view and explain his actions.
Do not immediately reject the subordinate’s suggestions, discuss with him all the pros and cons, even if the idea initially seemed absurd to you.
If you want your interlocutor to agree with you, start with questions that will have positive answers. And when the time comes for the main, controversial issue, the opponent will most likely agree with you.
When putting forward your opinion or criticism, try not to impose it, but to promote it in the order of discussion. It is in this case that you will achieve constructively, that is, fruitful criticism.
When talking to subordinates, do not put pressure on your authoritative supervisor, if they respect you, they will listen to your opinion anyway, and if not, they will just harbor a grudge.
Speaking of the case, do not get personal. It is worth criticizing the actions, not the subordinate himself.
Noticing the mistakes of employees, you should not put them in a hopeless situation with the words “You’ve ruined everything, now, blame yourself.” Such phrases will only cause panic and the work is unlikely to improve. Constructive criticism should sound like this: “The decision you made turned out to be wrong. How do you propose to fix the situation?” So you allow getting out of the current situation and be sure, subordinates will do everything possible to correct their mistakes.
To criticize someone fairly, it is necessary, first of all, to have healthy self-criticism and the ability to admit your own mistakes. However, for constructive criticism to take place, it is worth considering whether subordinates can perceive it at all. After all, sometimes a person translates even the most insignificant remark into an insult to his honor and dignity. To avoid this, you need to remember several settings:
- There is no criticism from which it would be impossible to benefit.
- Criticism is one of the forms of help in correcting your mistakes.
- If I criticize a person, it means that his work has been noticed.
- By recognizing criticism, a person takes responsibility for correcting shortcomings.
- And the last, but one of the most important principles of constructive criticism should sound like a motto – any business can be done even better.
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