It’s hard to stay polite when making a critique on someone’s work.
On the other hand, it’s also hard to build an inferior work instead of criticizing the employee’s realization of the job.
The best leaders are those who know that being uncomfortable in criticizing an employee is less difficult than the results of a weak performance.
If you evaluate them based on action you’ll see the following.
A perfect combination of the good and bad feedback. It’s always easier to focus on the issues rather than highlighting the parts where the job has been greatly accomplished. Good leaders notice the strong performance every day – and they never forget that employees care more about the good moments which are more numerous than the action’s imperfections. Employees prefer to get effective criticism when they realize that their managers know their worth and devoted they are to the job.
Maintaining strong relationships between managers and employees. It becomes easier to discuss issues at work when the managers spend a brief time with their team members and visit them shortly. When employees and managers share personal information about themselves with each other, the pressure decreases and it becomes easier to solve a problem. With time, great leaders will establish a strong bond with the workers and they can easily communicate personal issues.
Control your temper and stay calm. A criticism becomes weak when you express anxiety and fear. In this situation, the employee is unable to know what she is expected to do. When an employee is tensed, the mistakes increase and the response to your coaching decreases. Be calm when you criticizing your employees so that they understand and work accordingly. Don’t yell if you want their performance to be effective.
Give clear examples. Discussing a certain matter by providing examples makes it easier to get into conclusion. Inform the responsible employee about a customer’s complaint if any. If the issue faced is related to lateness then record the time. Great leaders always remember the traditional dictum: compliment in public, judge in private. This way you stay compassionate about the employee’s emotions, and it helps both of you to have a meeting where you discuss any performance problems and find solutions.
Accepting unfavorable behavior. As managers, workers should help us to remain calm and respectful otherwise we turn into angry and defensive people. Great managers know that no matter how hard they work to give the best constructive criticism, people won’t accept it. It’s important to listen attentively to peoples’ reactions in order to maintain a better communication.