在一般人看来,上司批评自己的下属,似乎是一种“天然特权”。有些上司,比如少数机关办公室里不谙人力管理之道的“头头儿”们、一些中小企业里素质低下的管理者们,喜欢念念不忘自己是“领导”,总是爱以自己的个性爱好和行为习惯为准则去衡量下属,凡不符合他这个“标准”的,动辄就批评指责,甚至粗鲁相待。 其实,次数频繁且不讲究艺术的批评和指责,是一种破坏性极强的能量。这种批评极易引起员工的逆反心理,在心中筑起一道屏障,使下级和上司之间的思想不能很好地沟通,使管理者的批评成为一种徒劳无益的精力 To most people, it seems that supervisors are a “natural privilege” to criticize their subordinates. Some supervisors, such as the “heads” who are not familiar with manpower management in the offices of a few agencies, the managers with low quality in some small and medium-sized enterprises like to think that they are “leaders” and always love their own personal interests and behaviors Habits as a criterion to measure subordinates, who do not meet his “standard”, often criticized accusations, or even rude. In fact, the frequency and lack of attention to art criticism and criticism is a very destructive energy. This kind of criticism can easily arouse the staff’s rebelliousness and build up a barrier in the heart so that the thinking between the subordinate and the superior can not be well communicated and the manager’s criticism becomes a futile effort