{"id":14635,"date":"2022-07-04T10:25:24","date_gmt":"2022-07-04T08:25:24","guid":{"rendered":"https:\/\/persolog.com\/blog\/10-tipps-fuer-fuehrungskraefte\/"},"modified":"2024-04-09T12:35:09","modified_gmt":"2024-04-09T10:35:09","slug":"how-to-criticize-your-employees-without-demotivating-them","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/how-to-criticize-your-employees-without-demotivating-them\/","title":{"rendered":"Jak krytykowa\u0107 pracownik\u00f3w bez ich demotywowania?"},"content":{"rendered":"
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\u00a0<\/h2>\n

10 wskaz\u00f3wek dla mened\u017cer\u00f3w<\/h2>\n

\u00a0<\/p>\n

S\u0105 one cz\u0119\u015bci\u0105 codziennego \u017cycia ka\u017cdego mened\u017cera: Krytyczne dyskusje z pracownikami. S\u0105 one nieuniknione i wa\u017cne dla rozwi\u0105zywania faktycznych r\u00f3\u017cnic lub korygowania niepo\u017c\u0105danych zachowa\u0144. Ale w jaki spos\u00f3b, jako mened\u017cer, mog\u0105 Pa\u0144stwo oferowa\u0107 krytyk\u0119 bez demotywowania swoich pracownik\u00f3w w d\u0142u\u017cszej perspektywie?<\/p>\n

\u00a0<\/p>\n

Prosz\u0119 zastosowa\u0107 si\u0119 do tych 10 wskaz\u00f3wek podczas nast\u0119pnej krytycznej rozmowy:<\/strong><\/h3>\n

\u00a0<\/p>\n

Wskaz\u00f3wka 1:<\/h4>\n

Prosz\u0119 zaplanowa\u0107 nominacja<\/strong>: Prosz\u0119 da\u0107 swojemu pracownikowi szans\u0119\u00a0prosz\u0119 si\u0119 przygotowa\u0107 <\/strong>porozmawia\u0107 z Panem\/Pani\u0105. Prosz\u0119 na przyk\u0142ad powiedzie\u0107: \"Czy mo\u017cemy porozmawia\u0107 kr\u00f3tko jutro rano o ...? Chodzi o ...<\/p>\n

Wskaz\u00f3wka 2:<\/h4>\n

Prosz\u0119 nie czeka\u0107 zbyt d\u0142ugo: <\/strong>Prosz\u0119 pomy\u015ble\u0107 z wyprzedzeniem o tym, co dok\u0142adnie chc\u0105 Pa\u0144stwo powiedzie\u0107 pracownikowi. Prosz\u0119 jednak nie pozwoli\u0107, aby up\u0142yn\u0119\u0142o zbyt wiele czasu, aby incydent by\u0142 nadal aktualny.<\/p>\n

Wskaz\u00f3wka 3:<\/h4>\n

B\u0105d\u017a obiektywny:<\/strong> Nie rozpoczynaj dyskusji z pracownikiem na temat krytyki, dop\u00f3ki nie b\u0119dziesz w stanie trze\u017awo i obiektywnie opisa\u0107 fakt\u00f3w. Prosz\u0119 ponownie zapanowa\u0107 nad swoimi emocjami<\/a>.<\/p>\n

Wskaz\u00f3wka 4:<\/h4>\n

Prosz\u0119 m\u00f3wi\u0107 wprost:<\/strong> Prosz\u0119 szybko przej\u015b\u0107 do rzeczy. Prosz\u0119 szybko wyja\u015bni\u0107 pracownikowi, o co chodzi i co dok\u0142adnie go zaniepokoi\u0142o lub zdenerwowa\u0142o.<\/p>\n

Wskaz\u00f3wka 5:<\/h4>\n

Prosz\u0119 da\u0107 pracownikowi szans\u0119 wypowiedzenia si\u0119. <\/strong>Pracownik musi mie\u0107 r\u00f3wnie\u017c mo\u017cliwo\u015b\u0107 opisania sytuacji z jego punktu widzenia. Prosz\u0119 aktywnie s\u0142ucha\u0107 pracownika i nie przerywa\u0107 mu. Prosz\u0119 zasygnalizowa\u0107, \u017ce zrozumieli Pa\u0144stwo jego punkt widzenia. Na przyk\u0142ad kiwaj\u0105c g\u0142ow\u0105 lub m\u00f3wi\u0105c kr\u00f3tko \"Rozumiem<\/a>\". Prosz\u0119 unika\u0107 komentowania wym\u00f3wek.<\/p>\n

Wskaz\u00f3wka 6:<\/h4>\n

Prosz\u0119 przygotowa\u0107 oczekiwania s\u0105 jasne: <\/strong>Prosz\u0119 wyja\u015bni\u0107 pracownikowi, czego dok\u0142adnie Pa\u0144stwo od niego oczekuj\u0105. Prosz\u0119 sprecyzowa\u0107, jakie zmiany w jego zachowaniu lub sytuacji s\u0105 dla Pa\u0144stwa wa\u017cne w przysz\u0142o\u015bci.<\/p>\n

Wskaz\u00f3wka 7:<\/h4>\n

Prosz\u0119 pozwoli\u0107 pracownikowi zaproponowa\u0107 rozwi\u0105zanie: <\/strong> By\u0107 mo\u017ce Pa\u0144stwa wsp\u00f3\u0142pracownik ma pomys\u0142 na rozwi\u0105zanie sytuacji, z kt\u00f3rym oboje mo\u017cecie si\u0119 pogodzi\u0107. Motywacja doosi\u0105gni\u0119cia celu<\/a> b\u0119dzie znacznie wi\u0119ksza, je\u015bli sugestia wyjdzie od samego pracownika. Sugestie rozwi\u0105za\u0144 z Pa\u0144stwa strony s\u0105 konieczne tylko wtedy, gdy obawiaj\u0105 si\u0119 Pa\u0144stwo, \u017ce pomys\u0142 pracownika nie jest zorientowany na cel.<\/p>\n

Wskaz\u00f3wka 8:<\/h4>\n

Prosz\u0119 przyj\u015b\u0107 do wsp\u00f3lny wynik:\u00a0<\/strong>Prosz\u0119 zapisa\u0107, co dok\u0142adnie wynika z dyskusji i jakie cele b\u0119d\u0105 realizowane w przysz\u0142o\u015bci. Prosz\u0119 upewni\u0107 si\u0119, \u017ce pracownik wszystko zrozumia\u0142, aby wyja\u015bni\u0107 wszelkie nieporozumienia.<\/p>\n

Wskaz\u00f3wka 9:<\/h4>\n

Prosz\u0119 nie niepotrzebnie przed\u0142u\u017ca\u0107<\/strong> dyskusja: Prosz\u0119 upewni\u0107 si\u0119, \u017ce dyskusja na temat krytyki nie trwa d\u0142u\u017cej ni\u017c 10 minut, poniewa\u017c sytuacja nie jest przyjemna dla obu stron.<\/p>\n

Wskaz\u00f3wka 10:<\/h4>\n

Prosz\u0119 upewni\u0107 si\u0119, \u017ce wynik<\/strong>\u00a0rozmowy jest pozytywna: Prosz\u0119 nie odchodzi\u0107 bez wyra\u017cenia uznania dla pracownika. Mo\u017ce to by\u0107 pochwa\u0142a lub wspomnienie dobrej cechy, kt\u00f3ra wyr\u00f3\u017cnia tego pracownika, np. \"Chc\u0119, \u017ceby Pan wiedzia\u0142, \u017ce naprawd\u0119 doceniam Pana kreatywno\u015b\u0107 i ciesz\u0119 si\u0119, \u017ce mam Pana w zespole\".<\/p>\n

Je\u015bli zastosuj\u0105 si\u0119 Pa\u0144stwo do tych wskaz\u00f3wek, istnieje du\u017ce prawdopodobie\u0144stwo, \u017ce rozmowa zako\u0144czy si\u0119 konstruktywnym rezultatem i utoruje drog\u0119 do zmiany, kt\u00f3r\u0105 chcieli Pa\u0144stwo osi\u0105gn\u0105\u0107. <\/em><\/strong>Powodzenia!<\/em><\/strong><\/p>\n

<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

10 wskaz\u00f3wek dla mened\u017cer\u00f3w:<\/p>\n

Krytyczne dyskusje z pracownikami s\u0105 cz\u0119\u015bci\u0105 codziennego \u017cycia ka\u017cdego mened\u017cera. S\u0105 one nieuniknione i wa\u017cne dla rozwi\u0105zywania faktycznych r\u00f3\u017cnic lub korygowania niepo\u017c\u0105danych zachowa\u0144. Jak jednak, jako mened\u017cer, przekazywa\u0107 krytyk\u0119 bez demotywowania pracownik\u00f3w na d\u0142u\u017csz\u0105 met\u0119?<\/p>\n

Prosz\u0119 wzi\u0105\u0107 pod uwag\u0119 te 10 wskaz\u00f3wek podczas nast\u0119pnej dyskusji na temat krytyki:<\/p>\n

1) Prosz\u0119 zaplanowa\u0107 spotkanie: Prosz\u0119 da\u0107 pracownikowi szans\u0119 na przygotowanie si\u0119 do rozmowy z Pa\u0144stwem. Na przyk\u0142ad prosz\u0119 powiedzie\u0107: \u201cCzy mo\u017cemy porozmawia\u0107 kr\u00f3tko jutro rano o ...? Chodzi o ...\u201d<\/p>\n

2) Prosz\u0119 nie czeka\u0107 zbyt d\u0142ugo: Prosz\u0119 pomy\u015ble\u0107 z wyprzedzeniem o tym, co dok\u0142adnie chc\u0105 Pa\u0144stwo powiedzie\u0107 pracownikowi. Prosz\u0119 jednak nie pozwoli\u0107, aby up\u0142yn\u0119\u0142o zbyt wiele czasu, aby incydent by\u0142 nadal aktualny.<\/p>","protected":false},"author":1,"featured_media":19918,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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