Constructive Criticism: A Guide to Talking to Employees About Attitude

When discussing an employee’s attitude, it is important to have a positive and constructive conversation. Here are a few steps that you can follow:

1. Spend some time planning the conversation. Be prepared to talk about specific behaviors or attitudes which you find troubling.
2. Set the tone. Start the conversation in a positive, supportive environment. Avoid accusatory words and use a friendly tone.
3. Be specific. Give specific examples. Be sure that the employee is aware of how their behavior impacts the team as well as the business.
4. Ask for their perspective. Give the employee a chance to express their point of view. Listen carefully to the employee and try to understand their point of view.
5. Give feedback: Be specific when giving feedback and be sure to include areas of improvement and strengths. Give specific suggestions. Include actionable steps.
6. Concentrate on the solutions. Together, find solutions to help the employee change their attitude. Ask for their input and involve them in the process.
7. Follow up: Arrange to follow up on the progress made and provide additional support if necessary.

Remember that famous saying? Remember the famous saying?

We recommend that you place yourself in the shoes and mind of the employee when you are attempting to have a constructive conversation about their attitudes. What would you expect your colleagues do if they were feeling grumpy and frustrated at work?

When preparing talking points for your employees, you should consider their point of view. Deliver your message with compassion.

Encourage a shift in attitude

Even though it may seem difficult, gentle approaches can make a conversation more pleasant and productive.

Understanding the source of negativity can be a great way to find the root cause.

Consider these scenarios

1. They don’t realise their bad attitude.

It’s possible that your employee didn’t know their behavior was unacceptable. Blindspots are a part of everyone’s lives!

2. They are facing a personal challenge.

You could be having relationship problems or a family member is sick. Or, perhaps another obstacle has made life more difficult. It is only natural to lose temper when faced with a curveball. However, it is not a wise idea for your employee take their frustrations on other employees.

3. Other employees have also complained.

You may have not been able directly to observe the behavior in the workplace of employees because you are a supervisor. Collect evidence and discuss incidents with your employee. Give them examples and suggestions on how to improve.

Remember that you are not trying to punish an employee or criticize him or her, but to help them improve their attitude or behaviour. By addressing this conversation in a productive and positive way, you will create an environment that is positive and productive for everyone.