How to criticize employees so that they can accept them with an open mind?

Any criticism will basically touch the other party and make the other party feel uncomfortable. If you want employees to accept criticism with an open mind, you need to make criticism no longer sound like "criticism", in fact, it should be talking about communication skills between superiors and subordinates.

There are several suggestions.

1. Directly point out the deficiencies in the work and guide them, so that employees know how to achieve better results, when employees are convinced by the correct leadership and professionalism of their superiors, employees will naturally accept, this way is more like the teacher's teaching, and it is naturally more acceptable.

2. Pay attention to the way you speak can not be aggressive to the individual, everyone understands the truth of talking about things, but it is inevitable to encounter emotional fluctuations, but a mature leader should have advanced emotional intelligence, which is manifested in the ability to control their own emotions.

3. Pay attention to the occasion of speaking. If you want to take care of employees' emotions, then criticizing employees should try to choose private occasions, after all, we all love face so much.

4. If there is a problem of poor communication at the work site, then you can choose to sit at a table at lunch time and talk about today's work by the way. In this informal setting, the leader puts down the majesty of his work and is more receptive to the other party. This kind of occasion is more suitable for understanding the psychological state of the employee.

For example, at lunchtime, the department leader sat opposite Xiao Zhang's dining table, and chatted a few words during the meal, such as whether today's food was delicious or not, and then halfway through the meal, the leader said: Xiao Zhang, I see that your work has not been very good recently, are you too tired? The hidden problem may be:

Xiao Zhang, your work efficiency has been a little poor recently, is there a problem? A good relationship between superiors and subordinates should be to maintain reciprocal communication. At this time, if the employee does encounter difficulties at work, he can communicate with the leader.

<> use criticism as a form of feedback.

The term "criticism", while accurate, has a negative connotation.

In contrast, the term "feedback" implies mutual engagement – a kind of mutual giving and receiving, in which both learn and grow. Feedback is an opportunity to grow together. You learn by getting feedback, and you learn by giving feedback.

When you reorient your criticism based on feedback, both you and your employees will feel lighter and more receptive.

Criticism on the basis of continuous development.

Many bosses put off criticizing their employees until it's time for their annual performance review. This is not effective because the employee will be very concerned about money and he or she will not be able to focus on personal growth. Remember:

The appraisal is about the salary; Criticism (especially feedback) is about developing employees. This requires paying attention to the employee's behavior, empathizing with the employee, appreciating his or her experience, and helping the employee to get into learning mode.

A small amount of criticism is given every now and then.

If you accumulate problems and don't solve them, and wait until the "right time" to ask them, then it is very capable that employees will be overwhelmed. Criticism is best given in real time or immediately after something happens. Don't wait for the problem to get worse before criticizing.

The best time to criticize is when someone has made positive progress but still has room for improvement. The rule based on practice and experience: counteract every criticism with seven honest praises.

Start by asking questions.

Your goal is not (or) not to convince employees to do things the way you would go. Instead, dig deeper to get to the specific source of the problem. Ask questions like:

Why do you handle situations like this in such a way? "In what ways could we have done things better?" and "What do you think can be done to improve it?"

Wait a minute. Questions like these lead employees to discover their own solutions and their own insights.

Listen, acknowledge and learn.

You may think that you understand what is happening and why something is happening, but you can also easily understand the mistakes. When you listen to an employee and acknowledge what he or she says, you learn to see the world from the employee's perspective. This will give you a better understanding of the employee's motivations and desires, which in turn will help you better understand how to help him or her change his or her behavior.

Discuss behavior, not individuals.

Never say something like, "You're so unreliable!" You've been late three times this week! "That's the case.

Instead, discuss bothersome behaviors, such as "You're usually on time, but you've been late three times this week, what's going on?" "Such a question. Similarly, when you want to change a behavior, don't discuss it as a personality issue.

"Such a question.

First of all, you have to prove that the problems you point out are correct, which is the premise of keeping employees open to your criticism. No one likes to be hard buttoned, and finding the key point can prescribe the right medicine. Whether you collect evidence or catch it right, first of all, you have to let your employee have no reason to discern, if he has a reason to refute, please listen to the judgment after listening.

Second, it's best not to criticize in front of many people, which may serve as an example, but it is definitely not conducive to winning people's hearts. It is also important to be careful not to make personal attacks in critical words.

Third, we must convince people with reason. Just because you're a leader doesn't mean that others agree with any of your views, and it doesn't mean that everything you say is right. If you want someone to accept it humbly, you need him to agree from the bottom of his heart, you can be tough, but don't show that you are angry.

At the same time, when criticizing others, we must first affirm the merits of others and affirm their contributions to the company. This will make your criticism or persuasion more efficient.

Find a quiet place. When criticizing employees, be sure to find a quiet place, too noisy place, it is inevitable that the volume will increase, employees may mistakenly think that you are in a very angry state, they will feel very uncomfortable after listening to it. Even if you criticize an employee, consider how the employee feels and don't let them misunderstand you.

Don't criticize employees in front of others, find a small room or something. Employees also have their own self-esteem, and if you criticize them to your face, they may hold a grudge against you and feel that you are targeting them.

When criticizing an employee, point out what the employee has done wrong, and then give direction to solve the problem. When we criticize employees, in addition to telling them that they are wrong, we also guide them in the right direction. Sometimes employees make mistakes because of negligence or other reasons, and sometimes because they don't think well.

So we have to guide them appropriately and don't let them think for themselves all the time.

Don't be too strict during the conversation. It is normal for employees to make mistakes, and it is important to correct them. When criticizing them, we should not be too harsh, but should have more confidence in the employees and believe that they will do better in the future.

1. Don't favor one over the other.

You can't criticize employees for favoritism, and you can't treat all employees differently. Some employees make mistakes, you criticize them harshly, and some make mistakes and understate the past, which will cause employees to dare not. Chinese have always been "not suffering from widowhood but suffering from unevenness", everyone is criticized, but will not go to the heart, if others do not criticize, only he himself is criticized, then he will be very unhappy, he will think that the leader is deliberately with him, deliberately difficult him, instead of reflecting on why he was criticized by the leader, he is wrong **.

2. Don't bring up the old things again.

Some leaders like to rehash the past. When employees make mistakes, they don't criticize, and when things pass, they keep talking about employees' past mistakes. This will make the subordinates very dissatisfied.

He will think: Killing people is not enough, you are really a leader who can't play, catch the previous mistakes and stick to them, what do you mean by this? It will greatly stimulate the confrontation of employees, and even slap the table with you.

3. No personal attacks.

Criticizing an employee needs to be on a case-by-case basis, and you can't make personal attacks on an employee. Some people become leaders, and after discovering that employees have made mistakes, they are in a hurry and directly open their mouths to scold employees: "Waste, stupid, no brains!"

These are all personal attacks on employees, which will make employees feel very hurt their self-esteem and will be very dissatisfied with the leader.

4. It's not endless.

Criticizing employees pays attention to a degree, employees have made mistakes, but "sin is not death", you can't continue to criticize employees endlessly. This will keep employees under great stress and panic, and once they can't bear this pressure, employees may do things that are reckless, causing great losses to both the leader and the company. Moreover, the endless will make others feel that the leader is really small-minded and narrow-minded, and it is not a good thing to establish the authority and image of the leader.

To criticize employees, first affirm the employee's strengths and strengths, and then tactfully point out his shortcomings, then the employee will humbly accept your criticism.

How to criticize subordinates to make it easier for people to accept? Teach you two ways.

How to criticize employees for the right way? First of all, the attitude is correct, what is the employee doing wrong? You should talk to him calmly, this method is correct, don't use officials to oppress people, and feel that you are listed and ruthless.