But employees are far more likely to accept your critique and commit to improvement if you present those problems in a fair, concrete and "problem-solving" manner. Use these six tips as a framework to guide your discussion:
1. Describe the problem in specific, nonjudgmental terms. Use clear language that focuses on results and behavior. Don't focus on personality, don't overgeneralize and don't assign blame. Be specific and target your criticism to the behavior, not the person.
Notice the difference in these statements:
- Instead of saying, "Your work's been really sloppy lately," say, "Your last three reports have contained an unacceptable number of statistical errors."
- Instead of making accusations, such as, "Don't you bother to proofread anything you write anymore?," ask the employee to explain ("Is there some reason these errors are occurring?") a...(register to read more)