Without negative emotions and harsh statements

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We have outlined the basic rules that will make your criticism constructive:

Scold in person, praise in public. Try not to criticize in front of other employees. By making comments in private, the person will be less likely to defend themselves and resist.
Criticize in a calm state,
Criticize the actions or deeds of a person, not the person themselves. For example, if your subordinate did not submit a report on time, remind them of the company rules and deadlines. But do not under any circumstances say that they are irresponsible.
Find positive aspects, achievements and successes in the work of the person who is being criticized and be sure to point this out to him.
Give the person being criticized the opportunity to speak out canada email list and explain the reasons for the misbehavior.
Focus only on the main thing, not on the little things.
Criticism must be based on arguments and facts.
Take breaks in conversation if communication is taking place in raised tones.
Give the subordinate or employee time to think about the criticism.
Focus not on the mistake, but on the possibility of correcting it. In the process of criticism, give recommendations and advice on how to improve the situation.
Don't criticize for past mistakes. Statements should be relevant to the situation at hand.
Don't criticize a person while he is away.
Try to find out the reasons for the mistake of a colleague or subordinate who is subject to criticism.
Use the "sandwich" technique. The beginning of the conversation is praise for previous achievements, the middle is pointing out the mistakes and blunders in the current situation, the end is helping with advice on how to correct the mistake and prevent it from happening again.
How to Criticize and How to Deal with Criticism: Two Questions, One Solution