Giving criticisms to employees should be done carefully. You can’t expect everyone to accept what you say, even if you are right. It’s even worse for employees who have been around for several years. Even if they are new to the company, their industry experiences make them feel invincible.
Constructive criticism allows employees to not only see the problem, but to also find ways to solve these problems. They’re not left hanging after knowing what they did wrong. Hence, it has become a norm in several businesses. The problem is that even this strategy doesn’t work to some employees. They will still complain and feel bad about receiving such criticisms. Here are the tips in dealing with them.
Assess yourself first
Before determining that the problem is with your employees, you should assess what you have done first. Did you say the right things? Did you choose your words carefully? What was your tone when delivering the criticism? If you believe there has been an issue with the way you said things, you should have another conversation. This time, you must do constructive criticism the right way.
Have a private discussion
You might have given a constructive criticism, but you did it in front of everyone else. While your intention was good, it still felt humiliating. No employee would want to be told they were wrong when others are listening. Perhaps, a private conversation will make them more attentive and receptive to your words.
Provide the reasons for the criticism
Some employees might think they have already done the right thing. There’s no need for someone else to tell them what to do. They don’t see why you need to have such a conversation. Before you deliver your criticism, explain the goals. Emphasize the idea that everyone will receive these comments and it’s for the benefit of the team.
Don’t be defensive
You know what you’re saying and you understand the reasons for your criticism. It doesn’t matter if your employee reacts negatively. Don’t be defensive. Listen and understand where that person is coming from. It might also be time that you listen to a constructive criticism yourself. You didn’t do anything wrong, but there’s no point in arguing unless the employee asked a question.
Consider letting that person go
If you have noticed a pattern of behavior, it might be time to let go. You can’t keep someone who isn’t a team player. These criticisms are never personal. You say them because you want to see improvements. You also understand that every member is valuable and contributes to the success of the company as a whole. If the employee refuses to cooperate despite multiple conversations, there’s no point of keeping this person in your team. It will be a burden for all parties if you decide to continue working with someone who isn’t interested in seeing improvements.
Always improve the way you say things and you will eventually make your employees listen to you, including the most stubborn ones.
Photo Attribution:
1st and featured image from https://www.theladders.com/wp-content/uploads/boss-employee-190712-1490×838.jpg
2nd image from https://www.theladders.com/career-advice/how-to-give-constructive-criticism
How to Deal With Employees Who Refuse to Accept Even Constructive Criticisms
Giving criticisms to employees should be done carefully. You can’t expect everyone to accept what you say, even if you are right. It’s even worse for employees who have been around for several years. Even if they are new to the company, their industry experiences make them feel invincible.
Constructive criticism allows employees to not only see the problem, but to also find ways to solve these problems. They’re not left hanging after knowing what they did wrong. Hence, it has become a norm in several businesses. The problem is that even this strategy doesn’t work to some employees. They will still complain and feel bad about receiving such criticisms. Here are the tips in dealing with them.
Assess yourself first
Before determining that the problem is with your employees, you should assess what you have done first. Did you say the right things? Did you choose your words carefully? What was your tone when delivering the criticism? If you believe there has been an issue with the way you said things, you should have another conversation. This time, you must do constructive criticism the right way.
Have a private discussion
You might have given a constructive criticism, but you did it in front of everyone else. While your intention was good, it still felt humiliating. No employee would want to be told they were wrong when others are listening. Perhaps, a private conversation will make them more attentive and receptive to your words.
Provide the reasons for the criticism
Some employees might think they have already done the right thing. There’s no need for someone else to tell them what to do. They don’t see why you need to have such a conversation. Before you deliver your criticism, explain the goals. Emphasize the idea that everyone will receive these comments and it’s for the benefit of the team.
Don’t be defensive
You know what you’re saying and you understand the reasons for your criticism. It doesn’t matter if your employee reacts negatively. Don’t be defensive. Listen and understand where that person is coming from. It might also be time that you listen to a constructive criticism yourself. You didn’t do anything wrong, but there’s no point in arguing unless the employee asked a question.
Consider letting that person go
If you have noticed a pattern of behavior, it might be time to let go. You can’t keep someone who isn’t a team player. These criticisms are never personal. You say them because you want to see improvements. You also understand that every member is valuable and contributes to the success of the company as a whole. If the employee refuses to cooperate despite multiple conversations, there’s no point of keeping this person in your team. It will be a burden for all parties if you decide to continue working with someone who isn’t interested in seeing improvements.
Always improve the way you say things and you will eventually make your employees listen to you, including the most stubborn ones.
Photo Attribution:
1st and featured image from https://www.theladders.com/wp-content/uploads/boss-employee-190712-1490×838.jpg
2nd image from https://www.theladders.com/career-advice/how-to-give-constructive-criticism
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