{"id":298,"date":"2022-04-04T15:56:51","date_gmt":"2022-04-04T15:56:51","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/criticism-of-employees\/"},"modified":"2022-04-04T15:56:51","modified_gmt":"2022-04-04T15:56:51","slug":"criticism-of-employees","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/criticism-of-employees\/","title":{"raw":"Criticism of Employees","rendered":"Criticism of Employees"},"content":{"raw":"\n<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n \t<li>Write an internal critical message to a person you manage.<\/li>\n<\/ul>\n<\/div>\nThe best way to write a critical message to a subordinate is to keep it as constructive as possible. Employees are the ultimate competitive advantage and must be valued. Your performance as a manager largely depends on the performance of your subordinates.\n\nThe goal of constructive criticism is to improve the behavior or the behavioral results of a person while consciously avoiding personal attacks and blaming. This kind of criticism is carefully framed in language acceptable to the target person, sometimes acknowledging that the critics themselves could be wrong.\n\nInsulting and hostile language is avoided, and phrases used are like \u201cI feel\u2026\u201d and \u201cIt\u2019s my understanding that\u2026\u201d and so on. Constructive critics try to stand in the shoes of the person being criticized, and consider what things would look like from their perspective.\n\nEffective criticism should be:\n<ul>\n \t<li style=\"font-weight: 400\">Positively intended, and appropriately motivated: you are not only sending back messages about how you are receiving the other\u2019s work but about how you feel about the other person and your relationship with him\/her. Keeping this in mind will help you to construct effective critiques.<\/li>\n \t<li style=\"font-weight: 400\">Specific, allowing the individual to know exactly what behavior is to be considered.<\/li>\n \t<li style=\"font-weight: 400\">Objective, so that the recipient not only gets the message but is willing to do something about it. If your criticism is objective, it is much harder to resist.<\/li>\n \t<li style=\"font-weight: 400\">Constructive: consciously avoiding personal attacks, blaming, insulting language or hostile language. Avoiding evaluative language such as \u201cyou are wrong\u201d or \u201cthat idea was stupid\u201d reduces the likelihood that the receiver will respond defensively.<\/li>\n<\/ul>\nAs the name suggests, the consistent and central notion is that the criticism must have the aim of constructing, scaffolding, or improving a situation, a goal that is usually subverted by the use of hostile language or personal attacks.\n\nEffective criticism can change what people think and do; thus, criticism is the birthplace of change. Effective criticism can also be liberating. It can fight ideas that keep people down with ideas that unlock new opportunities while consciously avoiding personal attacks and blaming.\n\nHere is a video that provides more details on how to deliver negative feedback effectively:\n\n<iframe src=\"\/\/plugin.3playmedia.com\/show?ad_autoplay=1&amp;ad_default_source_volume_control=1&amp;ad_source_volume_control=0&amp;itx_collapse_on_load=0&amp;itx_collapsible=1&amp;itx_downloadable=0&amp;itx_highlight_by_caption_frames=0&amp;itx_keywords=1&amp;itx_light_scroll=0&amp;itx_multi_text_track=0&amp;itx_progress_bar=1&amp;itx_progressive_tracking=1&amp;mf=2775018&amp;p=20361&amp;pt=5&amp;video_id=s76bX5ujl_4&amp;video_target=tpm-plugin-oed288kb-s76bX5ujl_4\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe>\n<div class=\"textbox tryit\">\n<h3>PRACTICE QUESTIONS<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8672\n\n<\/div>\n<h2>Contribute!<\/h2><div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div><a href=\"https:\/\/docs.google.com\/document\/d\/13GDoV_AuL89euwHAOM0cbmKQGXtyjZVDB6A7CITeH5Y\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a>\n","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Write an internal critical message to a person you manage.<\/li>\n<\/ul>\n<\/div>\n<p>The best way to write a critical message to a subordinate is to keep it as constructive as possible. Employees are the ultimate competitive advantage and must be valued. Your performance as a manager largely depends on the performance of your subordinates.<\/p>\n<p>The goal of constructive criticism is to improve the behavior or the behavioral results of a person while consciously avoiding personal attacks and blaming. This kind of criticism is carefully framed in language acceptable to the target person, sometimes acknowledging that the critics themselves could be wrong.<\/p>\n<p>Insulting and hostile language is avoided, and phrases used are like \u201cI feel\u2026\u201d and \u201cIt\u2019s my understanding that\u2026\u201d and so on. Constructive critics try to stand in the shoes of the person being criticized, and consider what things would look like from their perspective.<\/p>\n<p>Effective criticism should be:<\/p>\n<ul>\n<li style=\"font-weight: 400\">Positively intended, and appropriately motivated: you are not only sending back messages about how you are receiving the other\u2019s work but about how you feel about the other person and your relationship with him\/her. Keeping this in mind will help you to construct effective critiques.<\/li>\n<li style=\"font-weight: 400\">Specific, allowing the individual to know exactly what behavior is to be considered.<\/li>\n<li style=\"font-weight: 400\">Objective, so that the recipient not only gets the message but is willing to do something about it. If your criticism is objective, it is much harder to resist.<\/li>\n<li style=\"font-weight: 400\">Constructive: consciously avoiding personal attacks, blaming, insulting language or hostile language. Avoiding evaluative language such as \u201cyou are wrong\u201d or \u201cthat idea was stupid\u201d reduces the likelihood that the receiver will respond defensively.<\/li>\n<\/ul>\n<p>As the name suggests, the consistent and central notion is that the criticism must have the aim of constructing, scaffolding, or improving a situation, a goal that is usually subverted by the use of hostile language or personal attacks.<\/p>\n<p>Effective criticism can change what people think and do; thus, criticism is the birthplace of change. Effective criticism can also be liberating. It can fight ideas that keep people down with ideas that unlock new opportunities while consciously avoiding personal attacks and blaming.<\/p>\n<p>Here is a video that provides more details on how to deliver negative feedback effectively:<\/p>\n<p><iframe loading=\"lazy\" src=\"\/\/plugin.3playmedia.com\/show?ad_autoplay=1&amp;ad_default_source_volume_control=1&amp;ad_source_volume_control=0&amp;itx_collapse_on_load=0&amp;itx_collapsible=1&amp;itx_downloadable=0&amp;itx_highlight_by_caption_frames=0&amp;itx_keywords=1&amp;itx_light_scroll=0&amp;itx_multi_text_track=0&amp;itx_progress_bar=1&amp;itx_progressive_tracking=1&amp;mf=2775018&amp;p=20361&amp;pt=5&amp;video_id=s76bX5ujl_4&amp;video_target=tpm-plugin-oed288kb-s76bX5ujl_4\" width=\"640px\" height=\"420px\" frameborder=\"0\" marginwidth=\"0px\" marginheight=\"0px\"><\/iframe><\/p>\n<div class=\"textbox tryit\">\n<h3>PRACTICE QUESTIONS<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8672\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8672&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8672\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/13GDoV_AuL89euwHAOM0cbmKQGXtyjZVDB6A7CITeH5Y\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-298\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Criticism of Employees. <strong>Authored by<\/strong>: Robert Danielson. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Giving and Receiving Criticism . <strong>Provided by<\/strong>: Boundless Communications. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/courses.lumenlearning.com\/boundless-communications\/chapter\/giving-and-receiving-criticism\/\">https:\/\/courses.lumenlearning.com\/boundless-communications\/chapter\/giving-and-receiving-criticism\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by-sa\/4.0\/\">CC BY-SA: Attribution-ShareAlike<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">All rights reserved content<\/div><ul class=\"citation-list\"><li>How to Deliver Negative Feedback Fairly and Effectively . <strong>Authored by<\/strong>: HR360Inc. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/www.youtube.com\/watch?v=s76bX5ujl_4\">https:\/\/www.youtube.com\/watch?v=s76bX5ujl_4<\/a>. <strong>License<\/strong>: <em>All Rights Reserved<\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section>","protected":false},"author":395986,"menu_order":14,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Criticism of Employees\",\"author\":\"Robert Danielson\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"copyrighted_video\",\"description\":\"How to Deliver Negative Feedback Fairly and Effectively \",\"author\":\"HR360Inc\",\"organization\":\"\",\"url\":\"https:\/\/www.youtube.com\/watch?v=s76bX5ujl_4\",\"project\":\"\",\"license\":\"arr\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Giving and 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