And in today's practice criticism applies more often than praise. It is understandable that the director says in the first place? Of course, shortcomings, failures, mistakes … And with this need fight. And the fight begins with the shortcomings, of course, from criticism. Yes, the criticism – it is also a form of feedback, but here is whether such feedback include effective? Judge for yourself. How a person reacts to criticism, even the most constructive? Almost always negative. Almost always all criticism is negative emotions. And what about the criticism really unhelpful and overly emotional and say no.

Is this useful to you? Of course not! Negative emotions – it's almost always a performance hit. Yes, after a good scolding from the boss man will probably be some time to work with high dedication. But then the inevitable decline. Moreover, it is probably still below its initial level. What kind of motivation here is all about? I do not want to say that criticism per se is not needed at all. It is necessary, sometimes it is simply necessary.

But when it comes to effective feedback, the criticism here – not the best option. Everything has its time and place. It would seem, the alternative is obvious: to praise the staff, encourage them – it will be effective feedback. Indeed, not for nothing that they say: "Kind words and nice cat." Completed employee howl quality work – it should encourage, and promote word is often far more valuable and effective than money. However, there is not that simple. By itself praise – it is a good thing. But we must still make it not just a "goodwill gesture" and brought real benefits to an employee and supervisor. It is important to employee well-aware of what it promotes head. Thus, praise, encouragement – it's not high-quality feedback, but its most important component.

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