對員工作艱難回饋的幾個簡單步驟

不是所有的主管都可以輕鬆的給員工回饋意見，尤其是要做負面評價的時候。他擔心若是直率的作負面回饋，會傷害人的感情，并帶來後續許多困難處理的局面。這樣的擔憂，讓許多主管畏懼、遲疑給予員工負面回饋。

但是，能夠愈早通過煎熬，經常面對試煉，是必要的成長途徑。

下次，當你必須給員工負面回饋時，請用以下幾招：

1. 誠懇而直接。不要拐彎抹角，那樣會引起更多的猜疑。你可以舉出一些例子表達你所期待的正確行為，說清楚你的意圖。
2. 傾聽。如此，可以讓雙方都有空間，也感受到被尊重。
3. 不要弄成個案形勢。若是你讓對方感覺到你是針對他個人的指責，容易引起衝突。你應該讓他知道公司的文化與價值，使他明白他有哪些行為不符合公司的期待。
4. 要有耐心并作跟進。將雙方的對話作成摘要，成為記錄。但是不要以為如此即解決問題了。你要持續和他對話，不要讓他感受到你已經放棄他了。
5. 讚揚他的成就。雖然他因某些不合適的行為受到你的關注，但是你們之間的對話應該讓他感受到你對他的貢獻與成就的肯定。如此，他比較會願意持續和你對話，并改進你提醒他該改善的行為。

Several simple steps to give back to the work of the staff

Not all supervisors can give feedback to employees easily, especially when they want to do negative reviews. He is afraid that if he gives a negative feedback directly, he will hurt his feelings and bring many difficult situations to follow. Such worries make many executives fear and hesitate to give employees negative feedback.

However, it is a necessary way of growing up that we can face trial more often through suffering.

Next time, when you have to give employees negative feedback, please use the following tips:

1. Sincere and direct. Don't beat around the Bush, that will cause more suspicions. You can give some examples to express your correct behavior and clarify your intentions.
2. Listen. In this way, both sides can have space and feel respected.
3. Do not make a case situation. If you let the other person feel that you are targeting his personal accusations, it is easy to cause conflicts. You should let him know the culture and value of the company, so that he can understand what his actions do not meet the company's expectations.
4. Be patient and follow up. Make a summary of the dialogue between the two parties and become a record. But don't think that's the problem. You have to keep talking to him and don't let him feel that you have given up on him.
5. Praise his achievements. Although he is attracted to you for some inappropriate behavior, your dialogue should allow him to feel your affirmation of his contribution and achievement. In this way, he will be willing to continue to talk with you and improve the behavior you remind him to improve.