Feedback versus Criticism

[kd5145]

This question was posed to me by a collegue:

She is a supervisor. Her newest employee has presented a great deal of of challenges since his hire. He fails to complete work in a timely manner and also fails to follow instructions that she gives him. She has tried numerous ways to communicate "standard operating procedures" to him, but he hasn't seemed to catch on. She wants to offer feedback, not criticize. However, he doesn't seem to be learning from the feedback she has given.

She is trying to not take it personally, but she knows that if a supervisor can't properly supervise their staff, the supervisor will most likely get reprimanded.

What would be your advice on how to be an effective supervisor? I know what I said, but how about the rest of you?

[simplydamon]

Criticism works best when you point out the strengths first. For example, they could say something like...

"Your productivity has been excellent since your hire and we appreciate your coming to work on a daily basis. One aspect of your work that we would like to focus on, however, ..."

I generally would:
1. Start off positive
2. Provide constructive criticism
3. Set goals based on the criticism
4. End positive

No employee likes having a meeting start off negatively concerning job performance:)

Being a supervisor can be one of the toughest jobs in the world because you need to focus on the needs of the company AND focus on being a customer for your employees (if that makes sense).

[kd5145]

Very good points Damon. You can tell you have had to job coach before.

[simplydamon]

I am not saying I actually did those things:) It is a good theory, however:)

But it really does help to open on a positive note, address the negatives, and then close on a positive. I think it makes the tone of the meeting more productive than just launching into everything you've done wrong.

[kd5145]

You must read to many books. :)

[simplydamon]

I actually can't read:) I don't know how I do my job....