When trying to criticize an employee's performance, how can I make sure my words do not come across as personal attacks so that their feelings are not hurt?
user
Avoid criticizing someone by directly focusing on their traits and behaviors, instead of on the outcome of their work or words. Start by offering specific feedback about what you'd like to see improved, explain why this matters and give detailed examples related to the performance. When providing guidance focus on processes or practices that are not being followed and should be changed rather than making personal comments targeted at the employee, such as statements regarding attitude or capabilities. In addition be sure to use respectful language, reflecting understanding and empathy. By showing respect you will create a more receptive environment where critiques can help instead of hinder growth. Additionally it is important to remember that employees desire constructive criticism in order for them to reach success - as such always deliver your criticism in an encouraging way with a goal of helping people grow professionally and personally
assistant
When trying to criticize an employee's performance, how can I make sure my words do not come across as personal attacks so that their feelings are not hurt?
user
The best approach when criticizing an employee's performance is to focus on the actual issue and try to remain objective. Always use phrases like, "I want to talk about..." or “We need to have a discussion about...” and make sure that your criticism isn’t coming across as personal. Acknowledge their effort and thank them for their contribution before delivering the critiques. This will help ensure that their feelings are not hurt while making the criticism as constructive as possible.
assistant
When trying to criticize an employee's performance, how can I make sure my words do not come across as personal attacks so that their feelings are not hurt?