One of the most unpleasant tasks a manager encounters is when they must talk to their team members about a mistake they have committed. If he they do not give this feedback the right way, it can leave employees unhappy, disappointed, and even upset with the manager.
To avoid such reactions from employees, criticism must be handled carefully and tactfully. It demands a refinement that can have a positive effect on employees. Criticizing appropriately can in fact improve the performance of employees and motivate them to do better. There is a certain way to handle the situation, and a certain method to analyze the happenings in a critical manner.
If done right it can be beneficial both to the employee and the manager. The point must be so made as to inspire the subordinate to do a better job and avoid repeating the mistake. Some pointers to handle the situations:
Before you fire off that salvo, collect your thoughts and think carefully about what you want to say and more importantly, how you want to say it. An emotional tirade can only lead to bitter feelings on both sides.
Speak to the employee calmly and criticize in private. Avoid criticizing in public.
– Prof. VGT
If the mistake is likely to seriously impact the company’s profits, reputation, or the morale of other employees, then it is important that the problem is tackled immediately. Before you speak to the erring employee, control your angry feelings, and respond in the right way. Speak to the employee calmly and criticize in private. Avoid criticizing in public. A calm one-to-one is more effective in driving the point across than giving the employee a dressing down in front of the whole office.
Before you speak to the concerned employee, think whether there is more to the mistake than meets the eye. Examine the mistake in depth. Avoid assuming that the mistake was due to negligence or a lackadaisical attitude. Instead, probe further and analyze if it was due to lack of communication, inexperience or under pressure of work.
Maybe the employee was inexperienced to handle the job, or just a victim of circumstances or a scapegoat for someone else’s fault. Maybe there are others too involved. View the situation from all angles before you react. To ensure that your criticism has the right impact on the employee, start with a positive comment about the employee’s performance, this will ensure that you have the employee’s full attention.
After this, you can react to the mistake and warn the employee not to make such errors again. Finally, express your confidence in the employee’s ability to learn from the mistake and improve his performance. Be prepared for any defensive reactions your criticism may provoke from the employee. Be prepared to answer any charges or accusations the employee may make against you, other employees or the organization.
Patiently hear out the employee’s remarks and carefully react to them. In spite of your best efforts, your criticism could still evoke negative reactions and leave the employee disgruntled. Do not pay much attention the immediate reaction of the employee. Instead, focus on the long-term results you want your criticism to achieve.
If you eventually find that the employee’s performance has improved and the mistake doesn’t recur then your words have hit their mark.
