You owe it to your employees to give them constructive criticism. But they may not all want to hear feedback the same way. Consider a regional sales manager who often accompanies her sales associates on client visits. Over time, she might learn that some reps want to get her advice right after a client meeting, while others prefer to hear it after a full day’s worth of calls. Tailoring your method to your employees’ preferences will increase the likelihood that they will find your criticism helpful and be more willing to act on it. So ask your employees about their preferences. Do they want immediate feedback, or do they prefer to postpone it? Do they prefer an email or an in-person talk? If it’s the latter, should it be in your workspace, theirs, or a neutral spot?
Adapted from "How to Deliver Criticism So Employees Pay Attention," by Deborah Bright
