That depends on what you want to convey.
If the core of your message is: This was once, but never again, it is different than if you want to convey that you are not satisfied, but that you are still a new opportunity for the Puinzooi maker.
What is always a good setup is to ask what the person thinks is good about the result and what is less successful. That immediately gives the signal that in your eyes not everything is good. And also gives him or her the opening to come up with mitigating circumstances-if there are any.For example: Given the limited time/resources, it’s no wonder it looks a bit improvised.
Always try to distinguish between the result (below the size) and the person (with limitations and talents).
In general, in delicate matters, especially when others are involved, it is more convenient to ask the right questions.You will also know immediately if they have understood the criticism, otherwise they cannot appoint them. If someone really has an unrealistic positive picture of his or her accomplishments, ask if the person sees a difference with a generally well recognized work.
Basic questions, such as: “What did you want to achieve?” and “Do you think that succeeds?” or “What was the assignment?” and “Have you verified that the client has gotten what he asked for?” also often enlightening.
If you are alone with the person whose work is to be assessed and you are a recognised authority on the ground, you need to be less cautious.So then you can rest assured that you are disappointed with the result and then indicate what it is. Try to join the assignment and at generally accepted starting points in relation to the work. Always try to appoint some light dots.
Feedback can be positive and negative.You think there is something unpleasant about the feedback, but giving feedback is also friendly and focused. People often learn much more than just critical criticism of their work. Positive feedback is very motivating. For example, you can ask the other person if you can see more than the same behavior in the future. Giving Feedback is therefore a good technique for impreing others.
Giving feedback has a a formula.Below are the steps you need to follow to give someone feedback without criticizing or harassed that person. Basically it’s only about how you observe something vanu艧t your perception and how you can convey it as neatly and clearly as possible.
1.Define variable behavior
2.Identify concrete and specific behaviors that you see or hear
3.Use a I post.
4.Specify how this behavior affected you.
5.Respond to your speaking partner
6.Ask for the behavior you want
7.Explore solutions or backgrounds together.
For example: Peter, I see that in the last month you did not deliver your tasks on time.I also see that you are delivering quality. Failing to reach the deadlines I influences the working atmosphere which makes me restless. As a manager, I expect you to deliver the assignments within the deadlines with quality. How can we work on this?
Should that be?If you want to say anything about it, your puurvrational analytical should take out the most important points, let the person say what they think they have made it, and what the goal should have been, and how that could have been achieved, at least Educationally, but therefore no widening toontje!
Remember, no one will build anything up, by breaking down. Try the “sandwich” method if re something negative happens and you want to make that person aware of it, then you do, first say something positive, then the negative, then again something positive, so +-+, a sandwich so..
I wouldn’t know why you would.Thanks for the question but if someone makes a mess for me, the exit is worth the money.