How to tell your worker he/she has done mistake or she should do things in a different way and she should not?

Question

feel bad and take it positivley?

Answer 1

it depends on your field and the level of you and the employee.

generally speaking, don't dance too much. be honest and direct. good employees appreciate that...bad one's don't.

a good employee wants to know where they stand and feedack is an important part.

i have worked for managers that dance and manipulate around giving me guidance. i have never respected non-direct managers as they typically aren't too good at what they do so they are afraid to give specific criteria.

Answer 2

What you actually SAY to your employee is less important than the relationship you have built with him/her. If you have not done the work a head of time to build a relationship with your employees, your employees will hear what they want to hear.

Do you treat them with respect? Do you talk to them every day about life, news, politics, etc? Do you give them praise/positive reinforcement when they're doing WELL? Do you "let" them evaluate you,...and take it seriously? Do you SHOW them how important they are to the success of your business?

In my opinion, doing some of these things every day will make it MUCH easier when you have to approach your employees about poor behavior. Assuming you HAVE done these things and your employees actually respect you, I would make sure to use very tentative language (so you do not create a defensive reaction in your employee). For example, "It seems like..." Once you have let the employee know what your concern is, it would be important to ask if there is anything going on with the employee that could be affecting his/her job performance and ask if there is anything you can do to help. Finally, I would make sure the employee understands that I am taking the time to point this out because he/she is an important part of the team and that I want them to continue to succeed.

If this is an all around poor employee and these suggestions may not fit. I have 4 great employees and one very poor one (all administrators). I have to approach these two groups differently, but I do try my best to maintain a good relationship with each otf them, regardless of their productivity.

Answer 3

Dear Golden Girl,

I like the good news sandwich. Tell the worker something positive that they are doing, something you really like. That is the first piece of bread. Then the guts of the sandwich, the behavior you want to correct. Be nice - you never have to be mean or shout. After describing what you want done, you apply the last piece of bread, another thing that the worker is doing good. There you have the good news sandwich. The worker will eat it up, like a puppy eating a pill in a treat.

Answer 4

Point out the mistake directly and without embellishment. Don't say things like "You really shouldn't have done that" or other judgments. You're not making a criticism about them as a person, just make it clear that you're there if they have any questions or have a problem with the work in the future.

If it's a company threatening mistake, you can go harder on them, but if it's just an error then let them figure out how to make corrective action on their own (if appropriate).

Answer 5

There is a fine line between advice and critiscm.

Advice is best if done just before it is needed. So for example if your employee is lousy at giving presentations, 1-2 days before the next one make a small suggestion. Don't overload the employee with advice. Be specific. Resist the urge to criticize right after something happens - it won't help.

When employees do good things, encourage that behavior so they do more of them.

The advice/encouragement rules I follow have been very helpful for me in my management career with hundreds of employees.

Answer 6

You should tell them about their mistakes calmly and reassure them about how do their job properly. Give them reassurance also how to do the job the right way. Try to build up your workers esteem so they want to do a good job for you in tyhe future. If you work with them and remember how it was when you first started there. Of course you don`t have to let them know only if you want to then go ahead and lay it on the line. I always worked harder for a boss if communication was open.........

Answer 7

I always feel that A) you need to do this in private, away from other co-workers, and B) say something like "Although that was a great effort, this company wants us to do it this way. (Explain "this way" at this point.) I just figured you may want to know for future reference." Don't sugar coat anything and don't yell, either. Just talk to her in a respectful tone and put it in a tactful manner.

Answer 8

If you are the line manager, tell the person what you want them to do. That is the nature of your position.

Answer 9

Don't 'tell' her, talk to to her and come up with some ideas she might like to try.

Answer 10

talk to her and show her if need to