給予員工可以有行動的批評

建設性的批評，只有在員工認知到問題，並且知道你的批評對他們有用，知道如何改進，而且仍然可以維護好你的信任，才會有效。

經常領導主管只是表現不滿的態度，而無具體的改進內容，而讓受批評者自己去猜測如何改進，或是自己設法去找出自己覺得是對的解決方案。

你應該以尊重的態度詢問當事人他們有哪些他們覺得重要的解決方案的選擇。

例如，有人習慣性的總是開周會時遲到10分鐘，並且以他的工作太忙碌了為藉口。

如果你只是做溫和的懲戒，例如說：“請以後要準時。”，或是做尖銳的指責，說：“我們要給你一個新手錶嗎？”然而，如果你將問題連接到他會真正關心的內容，“你不會覺得你的遲到會影響同事對你的形象感覺嗎？”，然後請他提出一個解決方案：“你認為以後如何做才會讓你可以準時開會？”

Give employees critical criticism of action

Constructive criticism is effective only when employees recognize problems and know that your criticisms are useful to them, know how to improve, and can still maintain your trust.

Often leader just show a gesture of dissatisfaction, without specific improvements, and letting critics guess how to improve by themselves, or try to find out what is the right solution.

You should ask the parties in a respectful way what choices they think are important.

For example, someone habitually gets 10 minutes late for a weekly meeting, and takes his job as an excuse.
If you just do a mild reprimand, for example, say: "Please be on time in the future.", or make a sharp criticism, said: "Shall we give you a new watch?" However, if you connect to the problem he would really care about, "You don't think you will be late. How do colleagues feel your image?", and then ask him to put forward a solution: "How do you think that you can make the meeting on time?"