Aung Sithar - For Manager Apprentices

- Criticize

Give feedback.

As part of your managerial apprenticeship, you'll be expected to give your employees some feedback. But it doesn't stop there.

The feedback process doesn't end when you give a comment about what you think the employee needs to do to improve their performance and results. It's only when the employee understands your comment and successfully applies it.

Managers often don't like to give negative feedback. They are afraid that their kind words will be misinterpreted by employees as personal criticism. And it's possible that these managers are self-conscious and reluctant to criticize a person's work, effort, or attitude.

Get over them.

An effective manager should give feedback every day. It can range from simple comments and special praise to strong warnings. After all, shouldn't positive effort be valued above all else? Employees are eager to receive feedback from their superiors. They not only remember it, but also value it. And they often share it with their family and friends.

Always look for opportunities to recognize what your employees are doing right. Don't feel like you have to praise them too much for hard-earned results. Letting your employees know that you value them for how they treat customers, how they organize their work, and how they solve problems can help build a stronger bond with your team.

Let's set some standards for your goal: to provide helpful feedback to your employees. Make it a two-way conversation. Don't make it a one-way conversation. Listen to what your employees think about you and the standards you set for them. It's better to listen than to just say, "Here's what you did wrong, how can I fix this?"

Remember that almost all employees crave feedback. A big complaint from employees is, “I don’t get enough feedback from my superiors.” Get rid of the doubt. Share your ideas, suggestions, and opinions openly. Give everyone feedback on their performance and give them guidance on how to improve. Use the following three steps to provide effective feedback.

Invite staff to review the results.

Give them a specific rating based on their performance. One to ten, or A to F. Many people will rate themselves lower than you think. There will be employees who will rate themselves higher. But at least you have something basic to think about, right?

Ask follow-up questions.

Find as much information as you can. Ask them to elaborate on their grading patterns and examples. Note how they grade themselves and how they draw conclusions about their performance.

Weigh your reviews against their opinions.

Now it's your turn. First, thank them. Then explain that it's a good habit. Then, make a comment that they might not have noticed, saying that there are things they can add. Then, give them positive comments and suggestions. And don't forget to praise them for what they deserve.

"The best managers are the ones who know how to get their subordinates to talk about their problems without ever telling them."

- Peter Drucker