12 rules for bosses and employees: dealing with criticism



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Reprint: This text is from the book "Erfolg hat, wer Regeln bricht: Wie Leidenschaft zu Spitzenleistung führt. Ein Ausnahmeunternehmer packt aus (2014)" by Mike Fischer, published at Linde Verlag, and was left to us for reprint.
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Another important point between bosses and employees: Dealing with Criticism, And on both sides. Because one thing is clear: Feedback is necessary. But not always welcome. So how do you deal with it?

12 rules for bosses and employees: dealing with criticism critic

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Here writes for you: Mike Fischer is a multiple award winning entrepreneur and GSA speaker. Profile

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5. Do not keep me from the consequences of my actions

Overview

I often have this protection instinct myself. On the one hand, I want my employees to grow. On the other hand, I talked to them purely.

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But I must allow my employees to make the same experiences and mistakes I did earlier. For they can only learn from these experiences.

6. Do not always complain

Overview

I sometimes bitch too much, and I have to be careful. Too much grumbling is never good. But that is a multi-faceted issue, because it is always the question of what I look at first.

Criticism - how it matters

Overview

Recently, I had a long conversation with an employee. He's a good guy, but he's got a big problem right now. When I say that to him, and so bitch in his eyes, he plays the offended liver sausage.

He gives me content, but he criticizes the way I say it. So he sees himself first and is offended. He does not see the problem to be solved. I mean, however, that we all have to put ourselves under the flag of the company - and only secondarily, is it about the question of the person.

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Fear of emotions

Overview

We have to learn how to feel insanity. We always have to ask ourselves, "What is it all about - you or the company?" A colleague then said to me, "Mike, if you argue with that, we all feel it. And that is for the whole Company negative."

Many people, and here in particular bosses, feel themselves attacked too fast in their person. I say: First comes the company, then comes the company, the third comes the company, and then comes the employee gladly, and then comes somewhere very low down in the trash: the boss.

The company is always in the foreground

Overview

I also do not want to stand up in the organization chart. In an organization chart, the bosses are usually at the top, then the employees, at the bottom the customers. With us it is turned around: above the customers, then the employees, below the bosses.

This is a different way of thinking, and the organigram makes up that. When solving problems, it is not a question of who is the most important person, but the company.

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  1. Mats

    Dealing with #Kritik: Controlling sickness feelings, #Chefs like #Miticians is not always easy
    @SimoneJanson

  2. Monika Paitl

    RT @SimoneJanson: 12 Rules for Chefs & Employees - Part 4: Dealing with Criticism -

  3. Competencepartner

    12 Rules for Chefs & Employees - Part 4: Dealing with Criticism: Another Important Point Between ... #Professor #Bilding

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