Giving constructive feedback?is an essential management tool. Hopefully, your employees know this — and when you critique them, understand that it’s because you care enough to want them to do their best.
給予有建設(shè)性的反饋是一個很必要的管理手段。理想情況下，你的員工會清楚——當(dāng)你批評他們的時候，他們知道這是因為你很關(guān)注他們，而且也很想他們盡自己所能。

Unfortunately though, not everyone has?perfected the art of taking constructive criticism?in stride. Read on for the employees who take it the worst, and how to best reach them.
但不幸的是，并不是每一個人都能領(lǐng)略建設(shè)性評價其中的道理。閱讀下面的文章，幫助為無法理性對待批評的員工，引導(dǎo)他們理性對待批評。

1.The employee with the emotional response
1. 情緒化的員工。

An employee who cries or huffs and puffs when told that he did something wrong isn’t just an unfortunate stereotype, it really happens. I know I’ve experienced being so invested in a project — an attribute which is usually laudable — that I couldn’t help but let out a few tears when told my work wasn’t up to par.
一個被告知犯錯了的員工呼天搶地，嚎啕大哭，并不是不幸的刻板印象，這種情況時有發(fā)生：因為我在這一個項目里經(jīng)歷了這么多，我的付出是值得稱贊的，但你告知我的努力并沒有達(dá)到標(biāo)準(zhǔn)，我真的會忍不住生氣掉淚。

Your first step is to assess whether this response is routine or out of the ordinary. If an employee who usually takes feedback in stride looks a bit teary, odds are there is something else going on. The best thing to do here — if at all possible — is to table the discussion for another time. A simple, “It seems like you’re having a tough day, how about we check in tomorrow?” gives your employee the breathing room she needs. It also opens the door for her to share what is going on if she’d like.
首先你該對這個反應(yīng)進(jìn)行評估——這是正常的還是失常的。如果一名員工常常都眼泛淚光地接受你的評價，那么問題就肯定是有其他的事情。最佳的解決方法在于——如果有可能——另外找一個時間把事情攤開來說清楚。簡單的一句，“你今天的狀況似乎不太好，要不我們明天再聊聊？”這能讓你的員工有足夠的消化的時間。也能讓她有空間表達(dá)她想表達(dá)的事情。

If an employee regularly loses control of his emotions, then you need to address his inability to hear criticism as you would any other area for improvement. Find time to address this issue specifically: Begin by underscoring why feedback is important —emphasizing that you value him as an employee and that constructive criticism is a normal part of professional growth — then transition to what you’ve observed.
如果一名員工常常無法控制自己的情緒，那么你就要提出他不善于聽取批評的缺點，因為你需要他在其他方面作出改善。找個時間把這件事情詳細(xì)地說明：開始時要強(qiáng)調(diào)反饋的重要性——強(qiáng)調(diào)你很看重他這名員工，以及建設(shè)性批評只是職業(yè)發(fā)展的正常的一部分——然后再提及你所觀察到的情況。

Try this: “I make suggestions because I want to provide you with everything you need to do a great job. However, I’ve noticed that when I start to bring up areas for improvement, you look visibly upset. Is that a fair assessment? I wanted to draw your attention to this issue, because I don’t want you to miss out on information specifically meant to help you excel in your role.”
嘗試這樣說：“我給你的評價在于我希望能夠為你提供勝任這份工作的一切最佳建議。不過，我注意到了，當(dāng)我想在某些方面進(jìn)行改善和調(diào)整的時候，你看起來有點挫折。你認(rèn)為那個評價是否公平？我想讓你注意到這件事情了，因為我不希望你在信息上有任何缺失，僅僅為了幫助你勝任自己的工作。”

2.The employee who gets defensive
2. 自我保護(hù)的員工。

Not all emotional responses are the same — the defensive reaction is in a category of its own. Whenever this employee is confronted with the suggestion that she did a less-than-stellar job, she tries to explain why her actions were infallible.
并不是所有的情緒反應(yīng)都是一樣的——自我防御自有一種特色。無論何時這名員工面臨著她無法達(dá)到任務(wù)標(biāo)準(zhǔn)的工作的評價時，她都會想法設(shè)法解釋自己的做法是正確的。

Often, the “But I did nothing wrong” approach comes from low self-awareness, so skip the Socratic method and be as direct as possible. In lieu of, “What is the best way to handle this sort of situation?” say, “I understand why you made the decision you did, but our policy is to handle the situation you encountered this way.”
常常，這種“我沒做錯”的態(tài)度源于薄弱的自我意識，所以舍棄蘇格拉底式的委婉說法，直奔主題吧。與其說，“處理這種情況的最佳方法是什么？”還不如說，“我理解你為什么會做這樣的決定，但我們的策略是處理你用這種方法的情況?！?/div>

Dealing with a subordinate who’s still convinced he didn’t do anything wrong? Schedule a time for him to give you critical feedback. Perhaps he thinks you single him out for criticism, or perhaps he really does have a brilliant timesaving method. Regardless, hearing him out will help with your communication standstill.
還在與一名堅信自己方法正確的下屬交涉？定一個時間讓他向你給予中肯的反饋。也許他會認(rèn)為你單單把他挑出來批評，或者他的確有一個很好的節(jié)省時間的方法。無論如何，聽取他的意愿能夠幫助你們之間的溝通。

3.The employee who doesn’t get it
3. 無法理解批評的員工。

What about an employee who listens, nods, thanks you for your feedback — and then keeps making the same mistake? Some people won’t cry or get defensive, but they don’t know how to act on what you’re saying, because you’re not really getting through to them.
要是員工能夠傾聽，點頭，感謝你的反饋，但仍然犯同樣的錯誤呢？有些人不會嚎啕大哭或自我防御，但他們不知道對你所說的作何反應(yīng)，因為他們實在無法理解你說的話。

To remedy this, make sure you’re giving crystal clear feedback that includes examples and action steps. Instead of leaving it at, “It might be helpful for you to be friendlier,” try: “When we met with Bill last week you said, ‘Hello’ and then immediately dove right into your pitch. But taking a couple of minutes to visit — on anything from the weather to local sports — is often a better way to help you build rapport and ease the client into the meeting. Can you give that a try in today’s meeting?”
解決的方法是，確保你所做出的評價是非常清晰的，其中包含了一些例子和方法步驟。不是這樣，“如果你再友好一點就會對你有幫助?！倍?，“我們上周與Bill見面的時候，你說 ‘Hello’之后就迅速投入到自己的工作了。如果你能夠多花一兩分鐘跟他寒暄——無論是天氣還是體育，這對于你來說，在商務(wù)會議里都是一個建立親密合作關(guān)系以及讓客戶放松的方式。今天的會議你不妨試試？”

Taking feedback in stride is an important professional skill, and one you want all of your employees to possess. If someone struggles with criticism, help him or her as you would with any other skill, and temper your approach using the strategies above. Your hard work will help your employees work better now (and manage better someday).
適應(yīng)職場的評價是一項很重要的專業(yè)技能，也是你很希望員工都能擁有的技能。如果有人糾結(jié)于批評里，那么就盡可能幫助他/她提高其他的技能，使用上面提到的這些策略以緩解情況。你的努力付出會讓你的員工工作更出色（以及有朝一日你會管理得更好）。