One of the responsibilities of a supervisor is to evaluate the employee’s performance and give evidence of his success in the production of a product or to comment and correct the lack of results.
Very often, when it is necessary to make comments or adjustments, managers make a mistake — they are not criticizing the product, but the person himself. This leads to the fact that his self-esteem of the employee decreases, he becomes discouraged and produces even less.
When a leader is faced with the need to point out the absence of a product, he must be very clear about the difference between a person’s personality and the results of his work.
A person’s personality is determined by his qualities of character, goals, intentions, knowledge, experience, etc. The results of the work are something completely different, they are what the person has produced, but it is not the person himself. There is no point in devaluing a person’s personality if you want more results. On the contrary, it is necessary to give confirmation to him as a person, and this does not in any way contradict the criticism of bad results.
For example, the seller has failed to conclude a contract. He made some mistake, as a result, the potential client abandoned the deal. The manager should point out the lack of results and at the same time provide confirmation of the seller’s identity. For example: “You are an experienced salesperson and you have many successful deals behind you. Your work is very valuable to the company and we are counting on you. This deal is a complete failure, instead of getting a contract, we lost a client. This result of your work is worthless and I expect from you that you will never allow this again. Your experience and knowledge are valuable for the company, but in this case, you did not produce a product, you need to find a way how you will fix it. You are quite capable of doing it! “
Try to imagine how you felt in the place of such a seller. I am sure that you would not have the desire to take offense and prove your case. Note that in this simple example, the manager is both providing confirmations of the seller’s identity and at the same time directly criticizing the results of his work. Thus, he makes sure that the employee retains the desire to produce, but at the same time, the employee understands that his result does not suit the manager.
If you learn to criticize the results in such a way that it does not devalue the person himself, him as a person, you will get cooperation and will be able to effectively carry out the work of a leader.