How a manager should critique an employees work

How an administrator should investigate a representative's work How a director should investigate a worker's work Useful analysis is basic for group elements. On the off chance that your workers don't improve a little every day, at that point the organization all in all will languish.Still, there's a legitimate method to apportion investigates while you deal with the relationship and stay in charge as a leader.I call the methodology chivalrous strength.Here's what I mean.Subject line: Feedback on the draft of your Acme presentationHi John,Thanks for sending along the underlying draft of the Acme presentation.I can disclose to you invested quality energy in the introduction, particularly the contextual analyses territory. Pleasant work depicting the application advancement we accomplished for Tech Corporation. I like how you focused on Simon's job as the go-between with the customer when we were on the time crunch.NOTE: Start with what you like about the individual's work and be explicit (ex: Simon's role).I have a couple of studies about the introduction. If it's not too much trouble roll out th e improvements when you can and send back over to me.The opening three slides look exhausting. Insufficient shading or pictures. See what you can do to flavor things up.At 37 slides, it's unreasonably long for a 20-minute pitch. Would we be able to bring the slide check under 25? Attempt to consolidate slides or figure out what we can manage without. One thought: I think slides 12-14 with extra customer tributes are overkill.I see a couple of incorrect spellings. Use spell check and tidy up the copy.I anticipate the following adaptation. On the off chance that you have questions, let me know or stop by my office to chat.Thanks,â€" Leader's first nameDeeper insightBegin with the positives and afterward jump into what necessities work. Notice how the studies are not glossed over (The initial three slides look boring).I don't mean you should bind into individuals when they have to fix their work. In any case, don't beat around the bush either. Come out and clarify the issues.The balanc e is the thing that I mean by obliging quality. Respect your group however push back when the work needs to improve. That is the best possible job of a leader.This post was initially distributed on DannyRubin.com.