The Art Of Praise And Criticism By Supervisors

One day, Zhang Jun suddenly received a phone call from his employee Xiao Li. "I bought a ticket and went to Thailand to play. Now I quit my job."

Zhang was somewhat surprised, but in a calm tone, he said, "I will give you two weeks' leave, and then come back to work after you finish playing."

Xiao Li said, "no, I don't want to come back to work even if I come back."

Zhang was very angry, but he did not forget to reflect. What was the problem? Later, he remembered that Xiao Li had handed in a project the other day. Zhang was very unhappy. He also rebuked him: "how can you make such a thing and give it to me? Are you really graduating from University?"

Xiao Li has just worked for half a year and obviously has very low adversity quotient AQ, that is, the ability to resist setbacks.

And so on

The way of "Ying"

Many people think that "reasonable everywhere", but managers can not blindly emphasize this idea to employees, they should "deal with the mentality and deal with things first".

When employees are inconsistent with certain reasons and even have the idea of leaving, the high EQ supervisor will take the initiative to interact with each other.

To solve this kind of problem, we should adopt the way of "reflecting", that is, first repeat the other's words to the other side like a mirror, and actively communicate with them.

For example, the employee said, "I don't want to do it. It's not promising."

This shows that he is in a state of emotional instability. At this point, the director can repeat the words of the other person first, but replace the strong emotional words. "You mean that you are not very satisfied with the performance or development here, do you?" then pause for a moment to show the meaning of the other party.

If employees continue to say emotionally, "yes, I think it's terrible here."

The manager can continue to talk to him: "I understand, this has obviously become a problem for you."

The supervisor should always reflect the mood of the other party.

Finally, employees may use a low tone to say, "what should I do?" at this point, managers can use the interrogative method: "why do you think so?" if communication is found to be too pessimistic, he can achieve 80 points, but he feels only 40 points. The supervisor should tell him clearly that he has done very well, and cites ample examples to prove it.

Last but not least, it is important to reach some common understanding with employees, such as "stick to it for another three months and see how you progress".

The art director of criticism will also encounter such a situation in his work: an employee once did well, but later he could not meet the supervisor's requirements.

Criticize him, he is very unhappy.

As a supervisor, what should I do?

When the employee is not satisfied, the supervisor must first clarify the facts, such as "Why were you late for half an hour this morning?"

Second, supervisors should clearly tell employees how they feel. This is also the "emotional Cha Jue" of high EQ managers, for example, clearly speaking to employees: "I feel very disappointed."

Third, management objectives should be clear. In management, it is important for supervisors to tell employees what they want to achieve, not negative ones.

If you are not late again and I hope you can be punctual in the two answer, the latter is clearly a good idea.

Fourth, management is basically the art of persuasion.

In order to persuade employees to do things, executives need to adopt a way of "moving emotionally" or "inducing profits".

The supervisor can say, "I hope you will not be late in the future, so that we will get along better in the future."

But some employees do not care about this at all, so they need to lure them to benefit.

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One of the common mistakes of managers is to think that employees do well and take it for granted.

Little wonder, the best incentive is to compliment each other's work. "Xiao Wang, the report you just did is really great!"

Good executives will grasp the frequency of praise and criticism. The ratio of the two is 2: 1.

If there is only criticism and no praise, employees will be under great pressure, and the relationship between subordinates and supervisors will naturally be quite estranged.

While complimenting each other's work results, if you can tell the reason, the effect will be better, for example, "the place you just ended is very creative."

In this way, employees will know where to do well, and next time they will know what to do.

If supervisors can start from external behavior and praise their intrinsic characteristics, they can enhance their psychological satisfaction.

In addition, if the supervisor can emphasize the positive influence of the employees, such as "I can rest assured of your work" and so on, the supervisor will be more effective in bringing people and heart.

Fortunately, executives who are not getting worse are able to help their employees to work happily and actively through two ways of thinking.

The first way is to see the advantages of things first and then see the disadvantages.

All high EQ people have a fixed procedure in their brain. Whatever happens, the first idea is: "where is the advantage?" if the employee worked hard for a long time, but still did not get an order, then the attitude of the manager decided the whole team how to treat it.

The director of high intelligence may tell him this: "I finally know that there are problems in our working methods, and now we can fix them."

The second kind is the reverse thinking method, for example, in the stock market investment, someone has lost 1 million yuan, the mood is very bad, the best way is to tell him that others have lost 2 million yuan, in order to motivate the other party.

From a psychological point of view, this is a very good way of thinking - "fortunately, it has not become worse."

Therefore, it is recommended that supervisors should help employees in this area and help employees find positive and optimistic direction. You will find that their emotions will be much more intense and work efficiency will be improved.