- 1). Pull the person aside to a private area to chat. No one likes to be criticized in front of other people, particularly if the criticism is harsh or extensive. Moreover, if you are going to be discussing sensitive information about the employee, it doesn't need to be done in a public forum for the entire office to hear.
- 2). Keep your criticism focused on aspects of a professional nature. In other words, you can't criticize an employee for the way he dresses (unless he is violating the dress code) or the car he drives. It needs to be focused on the ways that he is falling short in the tasks and responsibilities associated with his position.
- 3). Refrain from being rude as you criticize. Remember, you still need to work with this individual, and you don't want to feel uncomfortable doing so. Don't use speculation or speak in a nasty tone. Keep your voice even-keeled and point out specific failings regarding the person's work. The more specific you are, the more effective the criticism will be.
- 4). Be constructive in your criticism. It does the employee no good for you just to point out faults with no solution in sight. Instead, when you are criticizing, offer better ways to do things. You might say, "Instead of rushing to do projects at the last minute, which can result in errors, you might try setting up a schedule for yourself that culminates in you finishing projects a few days early. Perhaps we could set up a whiteboard in your office, where we could write out a schedule." While you are pointing out the fact that the person fails to get his work done in a timely fashion, you also are offering a solution.
SHARE
