|
|
|
|
|
|
|
dards set to earn rewards. Or compare against mutually-set objectives. But don't compare one individual's work to another's workpast, present, or sainted. |
|
|
|
|
|
|
|
|
"When Dorothy was in this job, she always sent us managers an annual needs-assessment survey. I think that was a more precise way to collect the necessary information." Such comments don't win friendsor motivate changes. |
|
|
|
|
|
|
|
|
Tip 601: Include credits with your criticisms. |
|
|
|
|
|
|
|
|
Try to keep balance in your observations. What is the person doing right? What do you admire? What positive changes has this person made? People tend to do more of what they're doing right than to do less of what they're doing wrong. |
|
|
|
|
|
|
|
|
In what order does one give the credits and criticisms? There are both schools of thought: giving the credits first, or giving the criticisms first. The problem in giving the positives first is that the person doesn't really enjoy them because of anxiety in waiting for the negatives. The drawback to giving the criticism first is that if the negative discussion gets out of hand, neither of you may be in a frame of mind to share the positives. Although you'll be ending on an "upbeat note," the receiver may be so "hung up" on the criticism that he or she can't hear the positives at the end. |
|
|
|
|
|
|
|
|
A third structure is to focus only on actionways you'd like to see the person improve and then what he or she is already doing right. People would much rather work on "self-improvement" goals than on "problems" to be solved. This arrangement also ends on the positive affirmation. |
|
|
|
|
|
|
|
|
A fourth alternative is to give both praise and criticism in balanced proportionsbut at different times. For some people you can give 99 compliments and one criticism and the criticism will outweigh all the 99 positive comments. Choose one five-minute time in the morning and offer your praise. The next day, offer your criticism. They're balanced, but not in the same setting. |
|
|
|
|
|
|
|
|
Which structure to choose? Let the subject of your criticism and the anticipated reaction of the receiver determine the format. |
|
|
|
|
|
|
|
|
Criticism originally meant to give an objective appraisal of ideas, plans, or work. Book or movie critics discuss merits as well as demerits of a manuscript or play. Somehow in the workplace, however, the term criticism has taken the negative meaning only. When you give criticism, why not change that perception with a balanced discussion? Communicate your observations in such a way that the person benefits and can use your comments for long-term improvement for all concerned. |
|
|
|
|
|
|
|
|
Even all-stars and substitutes have good days and bad. |
|
|
|
|
|