How Does A Company Leader Grasp The Yardstick Of Criticizing Employees?

Speaking of criticism, no one is familiar with it. In our life and work, we have criticized others and criticized others.

Especially in enterprises, because of staff's negligence or employee's failure to perform their duties, it is common practice for leaders to be criticized. We can often see some leaders criticize employees at meetings.

Leadership has never stood.

I have heard many leaders say that commendation is easy and criticism is difficult.

Indeed, we can often see that many employees of a company feel the pride of their leaders or others because of their criticism.

Will be at a loss.

Criticism can easily lead to cracks in the relationship between the upper and lower levels, and the subordinates will react negatively to the work arranged by their superiors.

The reason is mainly caused by the leaders themselves, because,

How should leaders guide their employees?

Clarify facts before criticizing

Identifying facts is the basis of correct criticism.

Some managers criticize subordinates indiscriminately for a moment's excitement, ignoring the omni-directional investigation of objective events themselves.

Consider appropriate criticism.

There are many ways of criticizing, which requires managers to choose according to specific parties and events.

For example, introverted people are very sensitive to others' evaluation. They can adopt encouragement and euphemistic criticism. For those who are stubborn or have a good sense of self, they can tell him what mistakes he has made in order to awaken him.

In addition, for serious mistakes, we should adopt a formal and open way of criticism; for minor mistakes, we can go to private places.

When criticizing, ask your subordinates for their reasons for making mistakes.

Although managers may think that they have clearly understood the objective truth of the incident, they should listen carefully to their explanation of events.

This helps managers understand whether their subordinates have made clear their mistakes, and are also good for managers to make further criticisms.

It is interesting that the subordinates often tell the managers that some managers may not be aware of the truth.

If managers fail to confirm these problems, they should immediately conclude their criticisms and conduct further investigations.

Don't lose your temper.

It is possible that the mistakes made by the subordinates make managers very angry, but managers must not be angry when they criticize.

The consequence of this is that the manager will lose his prestige in front of his subordinates and give his subordinates the impression that he is prejudiced.

Try not to be right.

Although things are done by people, when criticizing subordinates, they should try their best to do things right.

This is also to prevent subordinates from thinking that you are prejudiced against him.

It is not only easy for subordinates to evaluate their own problems objectively, but also to let their subordinates be convinced. The significance of this is that it can create a fair competition environment within the Department so that subordinates will not generate ideas for their own interests.

Don't threaten subordinates.

Threats to subordinates make it easy for subordinates to feel "bullying and bullying". At the same time, they inevitably create antagonism between managers and subordinates.

Such antagonism will greatly damage the unity and cooperation within the Department.

If subordinates feel that their dignity and personality are being insulted, it is hard to imagine that he can work wholeheartedly for the company.

When subordinates realize their mistakes, managers should end their criticisms as soon as possible.

Too much criticism can annoy subordinates.

In addition, managers should not always keep a mistake of subordinates on their lips and repeatedly chatter.

If in the criticism, subordinates are conflicted, within a few days after the criticism, the manager should ask subordinates to talk more about their minds and eliminate the misunderstanding that their subordinates may have. If the subordinates have not corrected their mistakes after criticizing, we should seriously analyze the reasons for his continuing mistakes, instead of blindly criticizing them again.

In fact, communication is the best way to solve problems.

Most errors are not caused by subjectively, but may be the result of multiple factors.

When managers are criticizing their subordinates, they should also seriously reflect on their responsibilities.

Blindly criticizing others without reflecting on their own mistakes is a common problem for many managers.

In addition, some subordinates who are senior leaders often speak various kinds of stupid things, some are stupid words of empty talk, others are stupid words of stereotyped expressions, some are nonsense stupid words, some are ignorant stupid words, others are stupid ones that are self defeating, they are hard to enumerate, and some stupid words are aware of exports, and some silly words are not only unaware of their time, but they even do not feel that they are often speaking stupid things in long term work, which is fatal and can be harmful to enterprises.

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