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如何让员工接受反馈

如何让员工接受反馈

他们变得防御起来。

他们在绩效考核日请病假。

他们点头并承诺会改变,但却继续以同样的方式做同样的事情。

让我们面对现实吧——有些员工根本不想要你的管理建议或反馈。即使你分享了,他们也不太可能会放在心上。他们为什么如此抗拒?有时是因为管理失误,例如:

  • 仅提供负面反馈。
  • 批评行为或表现,但不提供切实可行的改进建议。
  • 公开分享负面反馈。

但其他时候,责任完全落在员工身上。当员工抵制或躲避你时,你如何让他接受你的反馈?使用 Exact Staff 的这些技巧,让你的员工不那么防备,更愿意改变他的行为:

尝试暂时停止提供与绩效相关的反馈。

如果员工不理会你,请退后一步。不要评论他的工作表现,而要关注他实际上是如何处理你给他的反馈的。

解释接受反馈的重要性。

你的员工可能并没有意识到,他的工作职责之一就是倾听建设性的批评意见,然后相应地调整自己的行为。一定要帮他“理清头绪”。清楚地解释他的反对对你、他的工作团队、组织以及他自己的工作保障的影响。

保持中立和开放的心态。

保持冷静和专业的态度。在得到他的意见之前不要做出判断和解释。最重要的是,不要告诉你的员工他在防御——这只会让他 更多的 防守!

请明确点。

分享负面反馈很难。但当你这样做时,一定要给出具体的例子来支持你想要表达的观点。不要说“你没有履行你的承诺”,而要说“当我试图和你讨论一个问题时,你交叉双臂,盯着地面,这给我的印象是你不在乎你的工作。你能帮我更好地理解这种行为吗?”

同意一个计划。

当你要求员工改变处理反馈的行为时,要乐于接受反建议。一旦你就目标达成一致,就要确保承诺。试着这样说:“下次我提出建设性反馈,而你又有不同的看法时, 告诉我在我们的会议上我会听取你的意见,然后我们一起制定计划。你觉得这样可行吗?”

对我们有反馈吗?

在 Exact Staff,我们理解并重视建设性反馈对于维持高效业务关系的重要性。如有任何意见、问题或建议,请联系我们的全国招聘服务。

我们能帮你什么吗

发布者 确切人员

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