<strong>Scenario:</strong> <em>"Dude, we cannot give criticism. That will hurt our employees' feelings. Then, they will hate us. Then, our company will die. Ahhhh!"</em> Yeah, that's how most "nice" entrepreneurs are. And, who can fault them? They mean well. They have good hearts. But, they probably run bad businesses. Why? <h2>How Avoiding Criticism Hurts Your Company</h2> Three ways: <ol> <li><h2>You get mediocre results.</h2> <span class="highlight">When you avoid criticism where it's needed, you send subtle signals to your company that shoddy work is fine, accepted, and will be rewarded.</span></li> <li><h2>You shatter the employee's potential.</h2> Rock star companies bring out the absolute best out every employee. The "let's-be-nice-always-cuz-we-want-happy-employees" approach <strong>sucks away that potential</strong>. </li> <li><h2>You kill the other employees' determination to kick ass.</h2> You pay $5 to John who kicked ass. Then, you pay $5 to Ron who did shoddy work. That's akin to avoiding criticism. What does tell John? </li></ol> Instead of being the "nice guy/gal", be real. That is, give criticism when you need to do it. <h2>"Okay, so I just yell at them when they're doing something wrong?"</h2> Not quite. <span class="highlight">Being a freakishly crazy dictator who only yells severely drains employee morale.</span> Saying, "Dude, your work %#@%#^ sucked!" doesn't do squat to improve performance. You need something totally different. <h2>So what do you give criticism correctly?</h2> Three ways: <ol> <li><h2>Be straight up -- in the nicest way possible.</h2> Avoid the "being nice" approach. <span class="highlight">When you confront the realities of the situation, you can start improving the situation much faster. </span> Sure, you might want to start with a praise, because <ul> <li>(1) they most always did something well, </li> <li>(2) you subconsciously send them a signal that you mean well, and </li> <li>(3) you break down their "S/he's-out-to-get-me!" guards -- opening them up to receiving constructive criticism.</li></ul> </li> <li><h2>Tell them how they can improve.</h2> Understand that you won't have the secret answer on how they'll improve. They'll need to figure it out themselves. (Remember: Human nature says we all hate to be told what to do.) <span class="highlight">The key, of course, is to let them choose their own paths to improvement. </span> <a rel="nofollow" href="http://www.keepmedia.com/pubs/PsychologyToday/2006/07/01/1743998?ba=a&bi=13&bp=13">According</a> to a Dr. Judith Sills, telling someone how they "might" improve instead how they "will" improve sparks their creativity to kick-ass the next time around. </li> <li><h2>End your criticism with this: "I truly believe you can be a kick-ass superstar."</h2> And if you don't believe they can be a kick-ass superstar, you've placed them in the wrong position. <span class="highlight">Badass managers bring out the absolute best in their employees; criticism, then, is the vital ingredient to transforming them from "high school player" to "Michael Jordan". </span> So, always understand why you're giving criticism. </li></ol> Use this template: <h2>"Billy Bob, I absolutely appreciate your hard work. I'm disappointed in: ______________, <span class="highlight">because I know you have so much more potential than that</span>. I'm pushing you hard because I believe you can be the greatest at what you do." </h2><br /> 2006-10-02T20:29:25-07:00 true 355 how-to-give-criticism-to-your-employees 0 2009-11-03T18:00:51-08:00