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Course Description

Constructive criticism is challenging and needs to be handled in a very specific way in order to nullify problematic behaviors and develop well rounded and productive employees. Constructive criticism shows an employee that leadership cares about them and will invest time and effort into their careers.

Objectives

  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognize the importance of setting goals and the method used to set them
  • Uncover the best techniques for following up with the employee after the session

Outline

  • When Should Feedback Occur?
    • Repeated Events or Behavior    
    • Breaches in Company Policy    
    • When Informal Feedback Has Not Worked    
    • Immediately After the Occurrence    
  • Preparing and Planning
    • Gather Facts on the Issue    
    • Practice Your Tone    
    • Create an Action Plan    
    • Keep Written Records    
  • Choosing a Time and Place 
    • Check the Ego at the Door    
    • Criticize in Private, Praise in Public    
    • It Has to Be Face to Face    
    • Create a Safe Atmosphere    
  • During the Session
    • The Feedback Sandwich    
    • Monitor Body Language    
    • Check for Understanding    
    • Practice Active Listening    
    • Set Goals    
    • Be Collaborative    
    • Ask for a Self-Assessment    
    • Always Keep Emotions in Check    
  • Setting Goals    
    • SMART Goals    
    • The Three P’s    
    • Ask for Their Input    
    • Be as Specific as Possible    
  • Diffusing Anger or Negative Emotions    
    • Choose the Correct Words    
    • Stay on Topic    
    • Empathize    
    • Try to Avoid “You Messages”    
  • What Not to Do    
    • Attacking or Blaming    
    • Not Giving Them a Chance to Speak    
    • Talking Down    
    • Becoming Emotional    
  • After the Session
    • Set a Follow-Up Meeting    
    • Make Yourself Available    
    • Be Very Specific with the Instructions    
    • Provide Support and Resources    
    • Focus on the Future    
    • Measuring Results    
    • Was the Action Plan Followed?    
    • If Improvement is Not Seen, Then What?   
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