4 things leaders should think about before criticizing employees

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4 things leaders should think about before criticizing employees

4 things leaders should think about before criticizing employees
The most important thing a business can have is proper communication with its team. You always want employees to understand your ideas and plans. You want them to be able to put in the effort and show their professionalism to get things done right. But if your ideas are not delivered in the right way, then trying to correct the situation can only make things worse and you will lose credibility with your team. Consider making sure your communication gets to the right place and is heard correctly.

1. Temperament

The magnitude of the problems can be different, and it is understandable that you want to fix what you think is wrong. You have to remember that everyone reacts differently to your emotions. So getting angry and yelling at your employees is far from the best choice in this situation.

Most likely, shouting will only contribute to the development of depression in employees and distrust in the team. This, in turn, will kill all the creativity of your team and will not give you the results you want.

Your aggression will show your employees that you can't get what you want without yelling, and will make them feel unappreciated. It doesn't matter how frustrated you are. Take the time to come to your senses, restore your emotional tone, and communicate the problem to the employee in a positive tone.

2. Vitals

Many successful leaders agree that before you try to correct an employee, you must understand their mind, heart, and feet. Think about what may be troubling him, what he wants to accomplish with his actions, and exactly what actions he is taking.

In order to get to know your employee better, try to ask the simplest of questions. Ask how he's doing, ask what he's thinking. It's really not that difficult and will help you understand what your team is thinking and what is important to them. Take just a little bit of your time to get to know the person whose productivity determines  overall success.

Small conversations like this will help you identify their motivation, and perhaps understand why employees are not doing what you want them to do.

3. Knowledge

It's easy enough to say that a person can't do something if you already have a lot of experience in your field and employees are just beginning their career path. Many leaders think this way, that all people by default must know everything they know. In fact, even when an employee knows the same information as you do, they may view it differently.

In a company with more than 100 employees, miscommunication during work can lead to very serious average annual financial losses. They can be as much as half a million dollars. 

Before you accuse your employee of something, make sure that you yourself don't expect the employee to do something that he or she may not even know about. If you forget to notify your team about a change that a customer wants, don't blame your colleagues. Improve your own communication skills and this can play a key role in making sure you have to adjust all projects less.

4. Evidence

Most people can't blindly believe words and realize that their actions are wrong - even if they hear it from their boss. If you just vaguely state your claim, it will be too weak an argument. Most likely, the employee will simply continue to work the way they did before, or even think that you have a personal grudge against them, or that you are trying to demean their professional skills.

You should always be armed with evidence that you can present to your employees when you offer to fix something. For example, if your company specializes in content production, consider hiring editors to evaluate your writers. If you can demonstrate to your employee a clear understanding that he or she has been doing worse lately - then he or she will think about it.

If you have concrete examples of why the employee should adjust their workflow - it will force them to be open to discussion and correction. Don't forget that such adjustments and examples should go along with feedback and help. The employee should be able to get advice from you that will make them understand how to correct the deficiency. If you show that your advice has already been used successfully by other employees, it will give your words more weight and the employee will believe in your methods. 

By making sure that your plans and goals are ones that will help the company and you can offer them correctly - you will help your team feel additional motivation and confidence. After that, the team will begin to put in the effort and thrive. Just remember to check in with yourself and then you can help others.

Was this article helpful? Yes -0 No -014 Posted by: 👨 Diane H. Wright
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