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提出建设性的批评,而不是令人沮丧的批评

提出建设性的批评,而不是令人沮丧的批评

工作中曾被批评过吗?

反馈是否具有建设性?还是您觉得自己受到了人身攻击?答案可能与批评的表达方式有很大关系。

提供建设性反馈是成功员工管理不可或缺的一部分。如果反馈是正面的,我们很乐意提供。但如果反馈很关键,我们该如何有效地提供反馈,而不让反馈者产生防御心理,从而完全忽视我们的建议?

下面,我们的团队分享了一些实用技巧,让您的员工能够接受反馈,即使在关键时刻也是如此:

远离绝对

“你总是。”“你从不。”用这两个短语中的任何一个来开始你的反馈,你就像对着真空喊叫一样——因为你的员工不会听你之后说的任何话。更有效的策略?坚持事实。使用具体的例子。并尝试用这样的短语开头:“我注意到[X行为]发生得更频繁了……”更温和的方式将阻止你的员工忽视你的反馈。

超越一般性

不要让员工猜测你期望的补救措施;让他们参与具体的解决方案。不要提供“我希望你更积极主动”之类的一般性指导方针,而是要求接收者帮助你集思广益并同意他们将采取的具体行动。当员工参与制定解决方案时,他们更有可能通过改变行为来坚持到底。

保持中立

如果你想让员工接受,请控制好自己的情绪。保持冷静、开放的心态和专业的行为。不要妄下判断和解释,直到 你会得到员工的意见。最重要的是,不要告诉你的员工他们正在防御——这只会让他们更加防御!

将批评与对员工重要的事情联系起来

在与员工交谈之前,先考虑一下对他们来说什么是最重要的。他们是被同事的尊重所驱动?还是被金钱所驱动?还是被升职所驱动?找出对他们来说什么是重要的,然后以与这些价值观相关的方式来提出批评。

用积极因素平衡消极因素

如果员工经常听到您的表扬,他们会更加开放并积极应对批评——因此,要经常认可员工的成就(无论大小)。给予员工应得的“鼓励”不仅仅是一件好事;它还能建立一种更积极的文化,支持成长、推动参与并强化公司价值观。

欲了解更多实用技巧,请阅读此早期文章 如何让员工接受反馈.

对我们有反馈吗?

作为一家全国性招聘服务机构,Exact Staff 理解并重视建设性反馈对于维持高效业务关系的价值。因此,请告诉我们您的想法!请联系我们的全国性招聘服务机构,提出您的意见、问题或建议。

发布者 确切人员

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