Reprimands often have more long-lasting consequences than they might seem at first glance. A drop in labor efficiency, an obvious or hidden conflict between an employee and management, an aggravation of the situation in the team, gossip - this is not a complete list of unpleasant moments that an incorrectly made remark can lead to.

Therefore, in some cases, for example, if an employee, who until that day was distinguished by impeccable punctuality, is suddenly late, a reprimand may not be given at all. It is quite possible that what happened is nothing more than an unfortunate exception to the rule and the situation will normalize without any effort on the part of management.

However, if the employee’s mistakes are repeated and become systematic, a serious conversation cannot be avoided. In such cases, it is worth remembering the following. In Art. 192 of the Labor Code of the Russian Federation regulates disciplinary sanctions that can be applied to subordinates. These include: reprimand, reprimand and dismissal on appropriate grounds. Only those comments and reprimands that are made in writing have legal force.

Time and place

If you decide to reprimand verbally, it is worth remembering a few simple rules that will help avoid escalation of the conflict. It is completely unacceptable to reprimand an employee in the presence of third parties. Such conversations should only take place face to face. “Exemplary beating” will be doubly ineffective, since it will more likely infuriate than shame the offender, and colleagues will be embarrassed to listen to such things. You may not even need to mention how comments made in public affect the effectiveness of the group.

Ideally, the reprimand should be made immediately after the offense has been committed. However, first you need to find out all the circumstances of what happened and only then act. There is always the possibility that the employee was not late, but came to work early, but was detained by the head of a neighboring department.

...only those comments and reprimands that are made in writing have legal force...

The person who is about to reprimand should first calm down and collect himself. Under no circumstances should you reprimand an employee when you are nervous and irritated; such behavior is more likely to lead to conflict than to eliminating the cause of the disagreement.

Vocabulary and posture

Once the reasons for the misconduct have been fully clarified, you can proceed directly to the comments. If violations are behavioral in nature, emphasis should be placed on corporate standards rather than becoming personal. It is especially worth emphasizing the fact that certain things are unacceptable in this particular company, and not that the employee does something wrong in life.

The remark should be as impersonal as possible. For a more complete understanding, rational arguments can be made, for example, showing how one person's tardiness negatively affects the work of the department.

Harshness and rudeness are completely unacceptable. Depending on the employee’s temperament, the answer you may receive is:

• rudeness and resignation of one's own accord on the same day (from choleric patients);
• methodically pitting the team against the leader (from sanguine people);
• withdrawal into oneself and decline in performance (from melancholic people);
• silent resistance (from phlegmatic people), as well as a whole bunch of other problems.

None of the above contributes to normal workflow. No matter how serious the reason for which an employee is reprimanded, the form of the reprimand should be as correct as possible.

Reprimands are not perceived so harshly by employees if they are positioned as an attempt to help. Immediately before the remark, you can mention the successes of the offender, which were noticed by colleagues and superiors, and then move on to the essence of the problem. It is also advisable to end the conversation on a positive note. If an employee apologizes, you should accept it graciously.

We demand justice

Before reprimanding, there is an important detail to keep in mind. One employee can only be punished for the same thing for which another was punished. For the same offense, it is unacceptable to reprimand some and let others get away with it. Justice is the same for everyone, and there can be no exceptions here. Such things are not forgotten in a team for a very long time, but at the same time they have an extremely negative impact on the attitude towards management.

Finally, in order for the most correct and tactful reprimand to still lead to the desired result, you need to:

• clearly clarify the factual side of the matter so as not to get into trouble with your comments;
• inform the employee about his violation of corporate standards in a timely manner, without waiting for the problem to become chronic;
• if necessary, introduce procedures that will allow you to control the situation in the future.

And most importantly: it is worth remembering that in the matter of communicating with people there are no and cannot be schemes that work flawlessly in 100% of cases. It's no secret that the same remarks can cause completely different reactions from different employees. The tips listed above are not a panacea, but they will help you find a balance between the desire to point out your mistakes to your subordinate and maintain a comfortable atmosphere in the team.

Anastasia Ivanets, expert of the magazine "Consultant"

Men differ from women in that they are more likely to be touchy and vindictive (due to the fact that culture prohibits them from openly expressing their feelings immediately after they arise). If a woman outwardly demonstrates all her resentment and anger, and soon forgets about it, then men, on the contrary, outwardly retain signs of calm and composure, but in their souls they harbor a strong resentment and can completely close down.

To avoid such problems, you need to be able to correctly make comments and give your advice. Men perceive criticism negatively.

But everyone makes mistakes, including men.

Prohibited: humiliate a man, demonstrate your superiority over him. It is not recommended to give your advice in an orderly tone, in a commanding voice.

Remember that the man and you are on equal positions, he is not a child or a subordinate to whom orders can be given. Such behavior of a woman towards a man will cause aggression and resistance.

So how do you get your point across?

First, you need to give the man a compliment (pleasant words make everyone happy), and then add the following phrase: “You did well. But it might turn out even better if you do it like this. Why don't you try that?" And a man will accept such advice and follow it.

If a man has made a mistake, it is not recommended to insult him, say that he will not succeed, or laugh at his mistake. It’s better to tell him with a friendly smile on your face: “Today, apparently, you were busy, since you forgot about it. But please be sure to do it next time.”

A man should be praised and encouraged for positive actions so that he has an incentive to do this or that action even better than before.

You cannot compare a man with another person and say that that person does something much better.

It is necessary to remember that each person is individual, and what is inherent to one may not apply to another. It is impossible to completely change a person, but it is quite possible to improve some of his qualities, eliminate negative ones or make them less noticeable, and at the same time the person himself will change for the better.

By following these very simple rules for communicating with a man, you can avoid many conflicts and nuances in relationships and build a harmonious and warm connection between partners.

M.G. Sukhovskaya, lawyer

We announce a reprimand or reprimand

How to correctly apply these disciplinary sanctions to an employee

Of course, it is necessary to influence negligent employees. In particular, with the help of disciplinary sanctions, of which there are only three Art. 192 Labor Code of the Russian Federation:

• comment;
• rebuke;
• dismissal (in strictly prescribed cases by law).

Other penalties no and cannot be. There are no severe reprimands or reprimands entered into your personal file.

Attention

Behind one disciplinary offense can only be applied one penalty Art. 193 Labor Code of the Russian Federation.

If you subject an employee to a non-existent penalty and then fire him for repeated misconduct clause 5 art. 81 Labor Code of the Russian Federation, the court may declare the dismissal illegal only on the grounds that the originally imposed penalty is not provided for by the Labor Code. see, for example, Cassation ruling of the Judicial Collegium for Civil Cases of the Orenburg Regional Court dated October 5, 2011 No. 33-6209/2011.

And even more so, fines cannot be applied to employees as a punishment. see, for example, Determination of the Moscow City Court dated June 17, 2010 No. 33-18087, demotion, postponement of vacation and the like. As for the deduction of a so-called disciplinary fine from an employee’s salary, in the event of an appeal against such a penalty, the employer will have to pay the employee all the money withheld along with interest for the delay in payment of wages. Art. 236 Labor Code of the Russian Federation.

For example, for civil servants this is a warning about incomplete job compliance and clause 3, part 1, art. 57 of the Law of July 27, 2004 No. 79-FZ. There are similar penalties for employees of the customs service and internal affairs bodies, and a severe reprimand may also be applied to them. Art. 29 of the Law of July 21, 1997 No. 114-FZ; Part 1 Art. 50 of the Law of November 30, 2011 No. 342-FZ.

WE WARN THE MANAGER

If the labor inspectorate reveals the fact of application to an employee of a penalty not specified in the Labor Code of the Russian Federation, the employer faces a fine Part 1 Art. 5.27 Code of Administrative Offenses of the Russian Federation:

• for a company - 30,000-50,000 rubles;
• per manager - 1000-5000 rubles.

The order itself regarding such a penalty will be required to be cancelled. And if this is not done, then the company and its directors may again be fined for failure to comply with a legal order of the regulatory authority. Part 1 Art. 19.5 Code of Administrative Offenses of the Russian Federation.

In this article we will look at the procedure for issuing penalties such as reprimands and reprimands. But first we want to remind you of this. The employer has the right to apply disciplinary sanctions if the employee fails to perform or improperly performs his duties. Art. 192 Labor Code of the Russian Federation. But these responsibilities must be documented - in an employment contract, job description or local regulation (for example, in internal labor regulations), and the employee must be familiarized with them on signature Art. 68 Labor Code of the Russian Federation. In other words, the rule applies here: if the employer has not familiarized the employee with the document setting out his duties, then the employee is released from liability for failure to fulfill them. see, for example, Determination of the Samara Regional Court dated July 30, 2012 No. 33-6996.

Deadlines for applying penalties

In order to reprimand or reprimand an employee, or rather issue an appropriate order, the employer has 1 month from the date of discovery of the disciplinary offense Art. 193 Labor Code of the Russian Federation, that is, from the day when the violation became known to the immediate supervisor of the offending employee (for example, the head of department a).

Monthly term clause 34 of the Resolution of the Plenum of the Supreme Court of March 17, 2004 No. 2:

• extended for the duration of an employee’s illness or while he is on any leave (annual paid, additional, educational, at his own expense, etc.);
• not renewed for days on which the employee was absent from work for some other reason, for example, on additional days off.

WE TELL THE MANAGER

Even if it's obvious What a specific employee has committed a disciplinary offense, he cannot be reprimanded or reprimanded outside the statute of limitations for bringing him to disciplinary liability.

At the same time, it will not be possible to issue a reprimand or reprimand if it has been 6 months Art. 193 Labor Code of the Russian Federation. The six-month period increases to 2 years if the misconduct is revealed as a result of an audit or audit (for example, during the inventory, a shortage of goods and materials was discovered due to the fault of the storekeeper).

The mentioned deadlines are restrictive for the employer and cannot be restored. Omission of them excludes the possibility of applying disciplinary sanctions to the employee see, for example, Appeal rulings of the Novgorod Regional Court dated December 11, 2013 No. 2-5088-33-2076; Omsk Regional Court dated 08/07/2013 No. 33-5026/2013.

Disciplinary procedure

STEP 1. We record the presence of certain circumstances that may subsequently be classified as an employee’s misconduct. This can be done by composing:

• a report or memo addressed to the general director;
• act;
• decisions of the commission (for example, based on the results of an investigation into the fact of causing damage to the employer).

Note that the act is the most optimal document, since the facts stated in it will be witnessed by several people (usually three).

If an employee goes to court over an imposed penalty, these are the people who can be witnesses on the employer’s part.

Here is a sample certificate of absence from work.

Certificate of absence from work

dated August 25, 2014 No. 2

We, the undersigned:
N.L. Zotova - Head of HR Department,
K.D. Bushueva - accountant,
IN. Klintsova - manager of the distribution department, -
They drew up this report stating that on August 25, 2014, secretary Natalya Mikhailovna Petrova was absent from her workplace during the entire working day, from 10.00 to 19.00, and it was not possible to contact her by phone.

STEP 2. We require a written explanation from the employee by handing him a corresponding notice.

Limited Liability Company "Character"

Secretary N.M. Petrova

Notification
the need to provide written explanations

Moscow

I inform you that within 2 working days The employee has 2 full working days to provide explanations Art. 193 Labor Code of the Russian Federation, which are counted from the date following the day the corresponding demand was presented to him. Reducing this period is a violation of the employee’s rights and a strong argument for the court in favor of canceling the penalty Determination of the Moscow City Court dated July 6, 2010 No. 33-19977 from the date of receipt of this notice you must submit to me written explanations The employer is obliged to request a written explanation from the offending employee in writing. Art. 193 Labor Code of the Russian Federation. If this is not done, the procedure for imposing a disciplinary sanction will be violated and the penalty applied to the employee will be considered unlawful. see, for example, Determination of the St. Petersburg City Court dated October 3, 2013 No. 33-15303/2013 about the reasons for your absence from work on August 25, 2014 during the entire working day, from 10.00 to 19.00.

WE TELL THE MANAGER

The fact that the employee did not provide a written explanation for his misconduct, does not prevent the employer from bringing him to disciplinary liability and Art. 193 Labor Code of the Russian Federation. And if, as a result of the misconduct, the employer suffers any material damage, then he will also be subject to financial liability. Articles 192, 248 of the Labor Code of the Russian Federation.

Further actions of the employer depend on the following:

• <если>the employee has submitted an explanatory note - the manager must decide whether the reason for the misconduct is valid. If the reason is disrespectful, should the employee be punished and (if so) what penalty should be applied to him;
• <если>the employee did not give any explanations - it is necessary to draw up an act of failure to provide or refusal to provide an explanation in any form Art. 193 Labor Code of the Russian Federation. And then decide on the issue of bringing the offender to justice.

If the employee immediately refused to give any explanation for his misconduct, there is no need to rush to draw up an act of refusal and issue an order to impose a penalty right on the day the explanation is requested. It is better to wait the 2 working days allotted by law. This way you will deprive the employee of the chance to later claim in court that he was not given the opportunity to change his mind and give an explanation.

Although some courts do not see anything illegal in bringing an employee who refused to “explain” to disciplinary action right on the day when he was asked for an explanation see, for example, Appeal ruling of the Altai Regional Court dated 07/09/2013 No. 33-5006-13; Determination of the St. Petersburg City Court dated 09/08/2010 No. 12408.

STEP 3. We issue an order in any form to announce a reprimand or reprimand. It should briefly describe the offense (the so-called stating part of the order) and refer to all the papers drawn up in connection with this.

Limited Liability Company "Character"

Order No. 11

Moscow

About reprimanding

Due to the absence of secretary Natalya Mikhailovna Petrova from the workplace on August 25, 2014 from 10.00 to 19.00 without good reason on the basis of Articles 192, 193 of the Labor Code of the Russian Federation

I ORDER:

For violation of labor discipline (clause 3.4 of the internal labor regulations of Character LLC), declare N.M. Petrova's reprimand.

Applications:
1) certificate of absence from work dated August 25, 2014 No. 2;
2) explanatory note by N.M. Petrova dated 08/27/2014.

I have read the order The employee must be familiarized with the order against signature within 3 working days since its publication. If an employee was absent from work for some reason (was temporarily disabled, was on a business trip, etc.), then the period of his absence freezes the course of this period. In the event that an employee refuses to familiarize himself with the order, a report about this must be drawn up in a free form. Art. 193 Labor Code of the Russian Federation

Secretary

Work and the dissatisfaction of your bosses are inseparable, just like an office and a business lunch. But if a lunch break is always pleasant, criticism is usually disgusting. You can't love her. You can learn to calmly accept comments.

The terrible truth

We know we are imperfect. One is lazy, the second is inattentive, forgetful, sloppy, hot-tempered, the third talentedly combines all these qualities. But deep down, each of us is sure that she is the best. And laziness or forgetfulness are cute shortcomings, so to speak, the raisins of a crumbly biscuit of an angelic character. We easily admit to ourselves that “it’s difficult for us to concentrate on work,” but as soon as the boss declares our inattention, we lose appetite, sleep and the desire to come to the office by 10 o’clock. “When we talk about our disadvantages out loud, deep down we continue to believe that they are insignificant, and in comparison with our colleagues we are brilliant professionals. Therefore, when others point out this shortcoming to us, we are terribly surprised and offended,” explains the psychologist Irina Romanova. And what conclusions do we draw? They treat us badly! Moreover, only a few people know how to tactfully make comments. Whatever the criticism - deserved or not, it seems offensive, tactless, harsh. “Very often we think: a fair remark only masks the hostility of the critic, forming a so-called sandwich: above and below are supposedly fair words, and inside is a cutlet with which you can be poisoned. And therefore a person instinctively avoids and aggressively does not accept this fast food,” explains the psychologist Dmitry Klevtsov.

From the outside

The first reaction in response to a negative remark is a strong desire to be offended and leave. Or say something unpleasant in response. But neither one nor the other is a good option. Then you will have to worry not only about criticism, but also about your own thoughtless words and actions. In order to perceive criticism without unnecessary emotions, psychologists advise learning to see the situation from the outside. When we look at what is happening with our own eyes, we do not notice anything except the person uttering offensive words. But if you try to enter the role of an observer, you can notice much more. “First of all, you need to take a deep breath and ask yourself the question: “What do I look like now?” This will allow you to abstract from emotions and not miss comments that you can agree with,” says a psychologist who leads personal growth trainings Anton Bezmolitvenny.

More specifically

Very often, when we are criticized, we hear not specific things, but general accusations. They tell us “you are mistaken”, we hear “you are mediocrity”, they say “it could have been done better”, we hear “you are a hack”. It is human nature to exaggerate the scale of troubles.

If our work is criticized, especially work that we think we put our heart into, it becomes a real disaster. But in fact, most often it is not our view of the world as a whole that is condemned, but some individual act or mistake that can be corrected. “It is very important to separate criticism of actions from criticism of personality. If they say: the pie is not tasty, this means that they are criticizing a specific pie, which this time was not a success. Not our culinary abilities, and especially not us,” explains Dmitry Klevtsov. Is your boss dissatisfied with your English skills? He does not mean at all that you “studied at the institute in vain and in general are a mediocre employee.” He's just saying that you need to improve your vocabulary and practice your pronunciation. And nothing more."

The first reaction to criticism is a strong desire to be offended and leave.

Like off the wall

And it happens that criticism turns out to be clearly unfair and offensive. For example, you sit at night on a new project and have already forgotten what a full weekend is. But the customer, due to his harmful nature or simply a bad mood, criticized your work to smithereens, without clearly explaining what exactly he did not like. Or the arguments are so far-fetched that they are even funny. Only at this moment you have no time to laugh - it’s insulting to the point of tears. In such cases, Anton Bezmolitvenny believes: it is worth telling the offender that everything he wanted to convey to you, you heard and learned. Yes, they say, Ivan Ivanovich, I understood you, I will take you into account, I will correct myself. This is the easiest way to stop the conversation and protect yourself from another barrage of reproaches. Unfair remarks most often indicate that the critic is out of sorts and is trying to improve the mood by ruining the positive attitude of the other. Don't give him a chance! And if your calm agreement does not help and the accusations do not stop, imagine: offensive words bounce off you - like balls from a wall. In psychology, there is such a method of defense: you need to imagine that an invisible wall has appeared around you, protecting you from external aggression. And let them say whatever they want, it doesn’t concern you and doesn’t bother you. Tested in practice: very often, having not received the expected rebuff, the aggressor cools down and after some time comes with an apology. “The most important thing is not to apply to your self-esteem the entire amount of new information you have received about yourself. Evaluating yourself is your own business, a territory into which others are prohibited from entering. Remember: no matter how offensive the remark may be, this is just the opinion of the person standing in front of you, even if he is the boss,” says Anton Bezmolitvenny.

Ambulance

Another option for responding to aggressive criticism is empathy. Agree, if a person is not in a good mood right now, it means he has reasons for it. Maybe a couple of hours ago he was mercilessly scolded by his superiors. Or, which is also likely, he is simply jealous of your talents. Bad weather, bad reflection in the mirror - you never know. “The hidden reason for humiliating criticism is often resentment towards the whole world or a specific part of it. But you have nothing to do with it, and therefore there is absolutely no point in worrying about claims. Think that it’s much harder for the offender now than it is for you, sympathize and let him go in peace,” advises Irina Romanova. Depending on the situation, you can sympathize silently or out loud. For example, if subordination allows, turn to the critic: “It seems to me that you are upset about something. Are you feeling well? This will help him get distracted and think about his own problems.

Replacing words

" You are always late!" - says the colleague, “you always forget everything,” the stern boss frowns, “you got everything mixed up again,” says the client. After these words, you can sprinkle ashes on your head and admit that you are a worthless loser. But it’s better to translate the words you hear into a constructive direction. “Don't let critics generalize and exaggerate. You don’t lose documents every day, but just yesterday a copy of the contract disappeared somewhere. Or, for example, you don’t “always forget,” but today you were overworked and didn’t wish your company’s partner a happy birthday,” says Irina Romanova. In addition, the psychologist reminds that in any phrase you can find a second meaning. That is, you can safely look for praise addressed to you in a critical statement. For example, if they say: “you are too talkative,” this can be translated as “yes, I am sociable, sociable, I have good speaking abilities.” They tell you that “you work at a snail’s pace,” think: “I’m a damn hardy marathon runner, I do everything conscientiously.”

Direct text

And sometimes criticism can be like an annoying fly. For example, you have a habit of constantly twirling your hair around your finger when you think about it. Or do you like it when there is a cup of coffee and a bowl of cookies next to your computer? Neither one nor the other is prohibited by corporate rules or rules of decency. But there will definitely be someone in the team who enjoys regularly and loudly making comments to you. “The easiest way is to tell your interlocutor in plain text: you understand him, but you have your own position, and you are not going to give it up, because you are not harming anyone. If the criticism is annoying or unpleasant, do not hesitate to honestly say about it and ask to be spared from further comments,” advises Irina Romanova.

As a joke

It is very important to learn to accept criticism with humor. “You can’t find a common language with customers,” says a colleague after five deals were concluded, and the sixth, alas, did not take place. Promise to follow the example of the critic, because he is a “real specialist.” If the boss makes a remark, even a good joke can be taken as an insult. But you can also joke about yourself. Smile and admit: I made a mistake in the report because, “like a real blonde, once a year I suffer from an attack of stupidity.” Self-irony will not allow the boss to get angry. A cheerful attitude will help you look at things more simply, accept criticism calmly, and even find something useful in it. Sometimes seriously.

It is very important to learn to accept criticism with humor

Hurtful words. How to perceive them correctly

Alena Pendrick, hairstyle designer, makeup artist:“When a client criticizes me, at first, of course, I try to change everything for the better. Because in our profession there is such a thing as “the client is always right.” But if I don’t succeed and all the arguments run out - why I do it this way and not otherwise - I don’t take the criticism to heart and say: “Unfortunately, we couldn’t understand each other, and, probably, I’m just not yours.” master. Sorry".

Ilya Bolgov, student of the Faculty of Film and Television Directing:“All directors face criticism, even maestros. And when you are a beginner, it accompanies every job. But I learned to clearly distinguish between important comments and “empty words.” When a supervisor criticizes, I try to understand him and draw conclusions. If these are fellow students or spectators, I simply nod, smile, but do not focus on what I hear. People are designed in such a way that they need to assert themselves by criticizing others.”

In order for criticism to be fruitful, not offensive and not offensive, you must use the following simple rules.

1. First of all, remove the accusatory “sting” from criticism and shift the emphasis to constructive proposals.
2. It is advisable to make comments in private so as not to hurt the pride of the person being criticized.
3. Strive to sincerely and seriously understand your partner’s point of view; discuss the arguments for and against; show sympathy for his thoughts and desires.
4. Show respect for your partner’s opinion without immediately and harshly rejecting it, even if it seems absurd to you. Give the opportunity to speak out to the end and try not to prove, but to find out the facts.
5. Conduct the conversation in a friendly, firm and calm tone. Try to start with a topic on which you and your interlocutor have mutual agreement. If possible, start with questions on which there is a common opinion that can elicit an affirmative answer and, thus, set the partner up for agreement. If a person says “no” from the very beginning of the conversation, it is difficult to convince him, since pride does not allow him to refuse the expressed opinion, even if he feels that he was initially wrong. Spare the ego of your interlocutor.
6. If you want to point out a person's mistake, start with praise and sincere recognition of his strengths.
7. When drawing people's attention to their mistakes, try to do it in an indirect form. For example, remember a similar case.
8. Use “ricochet” criticism: criticism of the actions of an abstract (fictional) person.
9. You need to put forward your opinion (disagreement, criticism) as a matter of discussion, without imposing it.
10. Do not use unjustified methods of strengthening arguments. Arguments like: “How many times have I told you!” are undesirable. An incorrect way to strengthen a statement is to raise your voice. If you have a desire to say something sharp, offensive to your partner, take your time - first take a few deep breaths and exhalations or silently count to 10-30, make several smooth movements with your tongue in your mouth, say to yourself some figurative, but harmless expression.
11. Introduce psychological pauses to people in a state of quarrel. They will help reduce emotional intensity, turn to the logic of things, self-esteem, and maybe seek advice from loved ones. Do not demand immediate, momentary recognition of mistakes from your partner, agreement with your point of view, with your opinion on this issue. Psychologically this is difficult, give time to think, don’t insist.
12. Admit your mistake or wrong step quickly, decisively and sincerely.
13. Along with criticism, reasoned self-criticism is desirable. Before criticizing another, talk about your own mistakes. The critic's admission of guilt and his own mistakes allows him to perceive criticism less harshly, and his pride is less wounded.
14. Make the flaw look easy to fix. Very often people are depressed by the hopelessness of their situation. Don’t put pressure on the psyche, but help find a way out.
15. Talk only about the matter, do not get personal: criticize actions, not the person. Give him the opportunity to “save face.”

It is important to remember this pattern: the more excited a person is, the more his pride is hurt, the less sensitive he is to logic, the more biased and subjective he is, and the more tactful an approach he requires.

If you notice that someone is getting too heated in an argument, it is better to reschedule the conversation for another time.

Forms of constructive criticism

It is very easy to praise a subordinate. It is much more difficult to make a correct, business-like, non-offensive remark to him. Here are some possible critiques.

1. Encouraging criticism: “Nothing. Next time you'll do better. But now it didn’t work out”;
2. Criticism-reproach: “Well, what are you doing? I was counting on you so much!”;
3. Criticism-hope: “I hope you will do this task better next time”;
4. Criticism-analogy: “Before, when I was like you, I made exactly the same mistake. Well, I got it from my boss!”;
5. Criticism-praise: “The work was done well. But not for this case”;
6. Impersonal criticism: “There are still employees in our team who cannot cope with their responsibilities. We won’t name their names”;
7. Criticism-concern: “I am very concerned about the current state of affairs, especially among our comrades like...”;
8. Criticism-empathy: “I understand you well, I get into your position, but you also get into mine. After all, the job is not done...”;
9. Criticism-regret: “I am very sorry, but I must note that the work was done poorly”;
10. Criticism-surprise: “How?! Haven't you done this work?! Did not expect)...";
11. Criticism-irony: “They did it, they did it and... they did it. What a job it takes! But how are we going to look our bosses in the eyes now?!”;
12. Criticism-reproach: “Oh, you! I had a much higher opinion of you”;
13. Hint Criticism: “I knew someone who did exactly the same thing as you. Then he had a bad time...”;
14. Criticism-mitigation: “What did they do so carelessly? And at the wrong time?!”;
15. Criticism-remark: “They did it wrong. Next time, consult”;
16. Criticism-warning: “If you allow marriage to happen again, blame yourself!”;
17. Criticism-demand: “You will have to redo the work!”;
18. Critique-challenge: “If you have made so many mistakes, decide for yourself how to get out of the situation”;
19. Constructive criticism: “The work was done incorrectly. What are you going to do now?”;
20. Criticism-concern: “I am very afraid that next time the work will be completed at this level.”

All these forms are good, provided that the subordinate respects his boss and values ​​his opinion about himself. Wanting to look decent in the eyes of the manager, the employee will make every effort to correct the situation. Especially if the criticism was gentle.

When a subordinate does not treat his boss very kindly, it is better to combine negative assessments with positive ones.

How to take criticism

Criticism only becomes useful when people accept it. This rule can be reduced to the following settings.

1. Criticism addressed to me is my personal reserve for improvement.
2. Criticism is a form of help to eliminate shortcomings in work.
3. There is no criticism that cannot be benefited from.
4. Any retouching of criticism is harmful, since it “drives the disease inside” and thereby makes it difficult to overcome shortcomings.
5. The business perception of criticism should not depend on who (which person, for what purposes) makes critical remarks.
6. The perception of criticism should not depend on the form in which it is presented: the main thing is that the shortcomings are analyzed.
7. The central principle of constructively accepting criticism is “everything I have done can be done better.”
8. The most valuable benefit of external criticism is to find a rational grain for yourself, even where it is not visible at first glance.
9. Any criticism requires thinking at a minimum about what caused it, and at most - how to correct the situation.
10. A useful way to deal with criticism is to see areas of work that have been left out of your line of sight.
11. The first step in correctly perceiving criticism is fixing it, the second is understanding from the point of view of its benefits to the cause, the third is correcting the shortcoming, the fourth is creating conditions that prevent its repetition.
12. If they criticize me, it means they believe in my ability to fix things and work without failures.
13. When there is no criticism addressed to you, this is an indicator of disdain for you as an employee or lack of faith in your ability to perceive it in a businesslike manner.
14. The most valuable criticism is that which points out the imperfections of what appears to be normal.
15. Criticism of the possible negative consequences of the decisions I have made is a prerequisite for the timely prevention of work failures.
16. The person being criticized has no right to be offended; he only has the right to constructively comprehend what is said to him.
17. The person being criticized has the right to counter-criticism. He can actively defend his position. The only thing he is strictly forbidden to do is distort facts for the sake of justification.
18. A large number of biased (unfair) criticisms are an indicator of a poor psychological climate in the team. This in itself requires active critical reflection.
19. If I reacted to a critical remark with restraint and in a businesslike manner, it means I have overcome myself, I am a strong person.
20. Any criticism is useful if only because it allows you to find out the attitude of the critic towards you, which could be expressed in more extreme forms.
21. The most favorable response to criticism produces a concrete commitment to what will be done to improve things, with a specific time frame and realistic possibilities.
22. Acknowledging criticism means accepting responsibility for correcting shortcomings.
23. Even if the critic is mistaken, one should not rush to rebuke him: in order to involve others in the sphere of criticism, it is useful to support his attempt to critically understand the matter.

All participants in the discussion of any problem have the same rights and are equally subject to these rules.