Why should we encourage others after criticizing them?

As a manager, sometimes it is inevitable that you can't control your emotions and scold your subordinates because of the mistakes of your subordinates, in this case, managers must pay attention to give timely encouragement after scolding, that is, "give a piece of candy to eat after scolding". Konosuke Matsushita, the god of Japanese management, is a master of this.

Scolding subordinates, every boss will, the difficulty is difficult to finish. Not only do you want your subordinates to know that you are deeply loving and responsible, but you also have to move a big staircase and let the two of you walk down together.

When Panasonic sees that his subordinates have done something wrong, he will immediately be furious, but he will definitely send someone to comfort him afterwards. Between this release and harvest, it was just right, which made the subordinates admire it so much.

After the manager has shown his majesty, it is better to deal with the aftermath in a timely manner. The subordinates were severely criticized and blamed, and they naturally felt uncomfortable, and they didn't want to buy even their own faults. At this point, it depends on how the manager handles the aftermath.

Savvy managers tend to take some deflective measures to convince their subordinates. Some managers will take the initiative to apologize and say, "I'm sorry, my tone was too heavy", and some managers will calm down, talk to their subordinates from the bottom of their hearts, and calmly explain the seriousness of the problem.

In this way, the subordinates will gladly accept it, and there will not be much resentment.

If you're going to be a strict manager on your own, you'd better have the following "wrists":

1) Be able to ask tough questions from 9 a.m. to the end of the day;

2) You must be impartial (punish A or repair B, and be able to do it without favoritism);

3) Be able to maintain the highest performance;

4) Be vigilant and vigilant at all times;

5) Defuse other people's criticism.

In other words, you must be mentally prepared to train recruits. Even if your subordinates won't like you, they will respect you - as long as you can prove that you are tougher than them, and that you demand more from yourself than from them. This entrepreneurial spirit is like playing a mountaineering competition, where everyone is scrambling to be the first to be the first to be eliminated.

Managers are also emotionally invested when they are powerful, and they inevitably pay a price to the public, the press, or their employees, especially their competitors. Don't forget to give grace after Shi Wei, only by paying equal attention to Enwei and combining pulling and beating can you make a career. A commander who is truly good at leading must not forget to add a word of comfort or encouragement immediately after reprimanding his subordinates.

Because, after being reprimanded by the leader, anyone will be discouraged, lose all confidence in himself, and will inevitably think: I don't want to climb up in this company! In this way, the result must be that he will give up on himself even more.

At this time, if the leader can "slap and rub three times", use one or two warm words to encourage him in a timely manner, or privately say to other subordinates afterwards: I see that he has a future, so I am willing to scold him. When the reprimanded subordinates hear this, they will deeply understand the truth of "deep love and deep responsibility" and work harder.

If the leader immediately calls the subordinate that night after reprimanding him to give him some encouragement and comfort, then the subordinate who has been reprimanded will be grateful and think that although the leader has reprimanded me mercilessly, he is really well-intentioned.

In this way, subordinates are more aware of the content of the scolding, which greatly improves the consciousness of work.

Okay, you're good to go", which is often the end of a reprimand, is it really okay? If you change it to "I think you must have understood what I mean, do it!" This can be the end of this correction of the error.

People ask for criticism from him, but they expect praise.

Why is it important to accept criticism from others? Because I accept the criticism of others, I can be educated and corrected, and my shortcomings can be clearly identified by myself. How to grasp your life goals in the future?

Through the criticism of others, we know what problems and shortcomings we have, so that we can work harder and move forward, so it is very important for us to listen to the criticism of others. Through the criticism of others, we grow, and we understand how to go in the future.

Because accepting criticism from others can keep you humble, allow you to discover your shortcomings, and push yourself to correct them.

Dare to accept criticism, can keep you open-minded, can make you continue to improve.

Therefore, in the face of criticism from others, listen patiently and learn from each other with humility.

Summary. Hello dear kiss, happy to answer for you, nitpicking, too critical Criticizing people is necessary, but not everything has to be criticized. For those trivial problems and small problems, as long as they have nothing to do with the overall situation, we should adopt a tolerant attitude, and we must not be too critical and picky.

This kind of practice can only make people cautious, at a loss, and do not seek merit, but seek no fault, and even produce a centrifugal effect.

Hello dear kiss, happy to answer for you, nitpicking, too critical Criticizing people is necessary, with a smile but not everything has to be criticized. For those trivial problems and minor problems, as long as they have nothing to do with the overall situation, we should adopt a stupid and tolerant attitude, and we must not be too critical and picky. This kind of practice can only make people cautious, at a loss, and do not seek merit, but seek no fault, and even produce a centrifugal effect.

2) Regardless of the occasion, exert authority everywhere Critics must pay attention to the occasion and scope. Some criticisms can be carried out at the conference, while others can only be criticized individually. If we do not pay attention to the occasion and scope of criticism, and casually take the issues that can only be discussed with the person in person, and talk about them blindly, this will make the other side feel shameless and will not be conducive to the solution of the problem.

3) Lash out and speak ill of others Everyone has self-esteem, even those who make mistakes. When criticizing, we should take into account people's self-esteem and never hurt them casually. Therefore, when criticizing people, we should be calm and poor, and know how to disperse the spring breeze and rain.

Don't look at each other with angry eyebrows, thinking that this will show the prestige of those who criticize the Qing clan.

People have different views on encouragement and criticism, some people think that criticism will dampen people's enthusiasm, and encouragement can enhance people's self-confidence, and some people think that encouragement will make people proud, and criticism will make people be spurred to work hard, so the views on encouragement and criticism are as follows:

Although motivation and criticism are both educational methods, their effects are different, so they should be used in different places. We can't blindly excite people, which will make people proud, and we can't blindly criticize them, which will hit people's self-esteem. Education should be motivated, but criticism is also needed when necessary.

Adapting measures to local conditions, teaching students according to their aptitude, giving priority to incentives, supplemented by criticism and knowledge books, and the combination of the two is a scientific means of education. Praise is a positive motivator, criticism is a negative motivator, two.