Criticizing a subordinate can be a real test for even the most seasoned manager. Too often what is supposed to be a constructive session turns into a futile confrontation, with mutal gripes and hard fellings, but no solution of the problem.
5 simple suggestions can help the manager make criticizm sessions more productive and problem-solving.
1. Get to the point. Don't ecade the issue. Skip the small talk and go straight to the target: "Bill, I want to talk to you about your late reports". This advice appears cold and heartless. You probably fell that a warm and friendly opening, such as " Bill, How are you? that will relax your subourdinate and ease the path to solving the problem.
But. it rarely works out that way. Stalling and beating around the bush usually only increase the anxiesties on both sides.
2. Describe the situation. Use a descriptive opening that is specific. not general. Avoid evaluative openings at all costs.
example: Bill, I can no longer deal with you late, sloppy reports." Descriptive: "Bill. you've been late on three reports in the last two weeks.
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