1. Don't cover criticism with praise
Don't be cowardly and don't try to downplay your criticism by covering it with praise. Give your criticism clearly and openly.
2. Share feedback regularly
Agree on regular feedback sharing meetings with your subordinates. Sharing both positive and negative feedback should be a natural part of every working week.
3. Don't discuss criticism and salaries and promotions at the same time
This is one of the nuisances of the traditional yearly performance evaluation system. Talks about salaries and opportunities for career development should take place at another time.
4. Criticize publicly when necessary
The most fundamental rule of feedback says praise publicly, but criticize in private. However, there are cases when it is necessary to discuss performance issues with an entire work group even if it makes some people annoyed.
5. Ask for permission
Although this may seem strange, you should always ask your subordinates whether you can share your criticism. They will then listen to you more carefully when you start speaking about the issue.
6. Don't jump to conclusions
You can never know the real reasons why employees start behaving, as you see it, in an unacceptable way. The facts on the surface are not enough. Always let them explain the situation from their perspective.
7. Frame criticism as an opportunity to improve
Explaining the positives employees may achieve when they improve is more effective than only saying what they are doing wrong.
8. Clearly describe the behavior you want to see
Do not assume that the employees being criticized can deduce by themselves how exactly you want them to change their behavior.
9. Provide space to absorb criticism
If you are going to have a really serious critical discussion, count on the fact that the employee will need some time to absorb your criticism. You may, for example, consider giving him an afternoon off. Giving someone space is much better than inventing false compliments to dilute your criticism.
10. Control yourself
Keep in mind what you want to say to the employee and what kind of relationship you want to maintain. You can't control others' reactions, but you can control your own.
Research shows that although most managers do not like to criticize, most employees want to hear criticism. Studies of effective teams and happily married couples show that the ideal ratio between praise and criticism is five compliments to every piece of criticism.
-kk-