"How far should a supervisor go in criticizing the performance of a subordinate? Some highly successful managers have been known to rely on verbal abuse and intimidation. Do you think that this is an effective means of communicating expectations? If not, what alternative should manager use in dealing with someone whose work is less than satisfactory?"
Explain your views on this issue. Be sure to support your position with reasons and/or examples from your own experience, observations, or reading.
How far should a supervisor go in criticizing the performance of a subordinate? And is there an alternative in dealing with someone whose work is not satisfactory? In this discussion I shall present arguments in favour of a constructive approach to deal with poor performance of a subordinate other than a critical one.
First, studies show that in the long term criticizing low performance subordinates does not drive a performance culture. In particular if crtitics are not followed by praises when the performance is in line with or higher than expectations. In fact, the negative approach usually worsen the performance of the employees; a more beneficial approach consists in praising the subordinate when he or she performs and encouraging him or her when the performance is not acceptable.
Second, even though criticizing can provide some positive benefits in the short term, it has detrimental effects in the long term. I have experienced this in my job where I could see how some colleagues at the beginning reacted positively to critics from their manager by showing more commitment. However, these critics in the long term undermined their confidence and impacted in a negative way their performance.
Some may argue that some highly successful managers have been know to rely on verbal abuse and intimidation to address low performance subordinates. However, these cases should be investigated one by one since exceptions are always possible. For example, in a situation where the job market is down, the fear of losing job may drive the employees to work harder when criticized.
In conclusion, criticizing subordinates to drive performance is a short term strategy that has detrimental effect in the long run. On the contrary, performance is driven by praising employees when they do a good job and by encouraging them when the result is below expectations.
Explain your views on this issue. Be sure to support your position with reasons and/or examples from your own experience, observations, or reading.
How far should a supervisor go in criticizing the performance of a subordinate? And is there an alternative in dealing with someone whose work is not satisfactory? In this discussion I shall present arguments in favour of a constructive approach to deal with poor performance of a subordinate other than a critical one.
First, studies show that in the long term criticizing low performance subordinates does not drive a performance culture. In particular if crtitics are not followed by praises when the performance is in line with or higher than expectations. In fact, the negative approach usually worsen the performance of the employees; a more beneficial approach consists in praising the subordinate when he or she performs and encouraging him or her when the performance is not acceptable.
Second, even though criticizing can provide some positive benefits in the short term, it has detrimental effects in the long term. I have experienced this in my job where I could see how some colleagues at the beginning reacted positively to critics from their manager by showing more commitment. However, these critics in the long term undermined their confidence and impacted in a negative way their performance.
Some may argue that some highly successful managers have been know to rely on verbal abuse and intimidation to address low performance subordinates. However, these cases should be investigated one by one since exceptions are always possible. For example, in a situation where the job market is down, the fear of losing job may drive the employees to work harder when criticized.
In conclusion, criticizing subordinates to drive performance is a short term strategy that has detrimental effect in the long run. On the contrary, performance is driven by praising employees when they do a good job and by encouraging them when the result is below expectations.
