Giving constructive feedback is an essential management tool. Hopefully, your employees know this — and when you critique them, understand that it’s because you care enough to want them to do their best.
给予有建设性的反馈是一个很必要的管理手段。理想情况下，你的员工会清楚——当你批评他们的时候，他们知道这是因为你很关注他们，而且也很想他们尽自己所能。

Unfortunately though, not everyone has perfected the art of taking constructive criticism in stride. Read on for the employees who take it the worst, and how to best reach them.
但不幸的是，并不是每一个人都能领略建设性评价其中的道理。阅读下面的文章，帮助为无法理性对待批评的员工，引导他们理性对待批评。

1.The employee with the emotional response
1. 情绪化的员工。

An employee who cries or huffs and puffs when told that he did something wrong isn’t just an unfortunate stereotype, it really happens. I know I’ve experienced being so invested in a project — an attribute which is usually laudable — that I couldn’t help but let out a few tears when told my work wasn’t up to par.
一个被告知犯错了的员工呼天抢地，嚎啕大哭，并不是不幸的刻板印象，这种情况时有发生：因为我在这一个项目里经历了这么多，我的付出是值得称赞的，但你告知我的努力并没有达到标准，我真的会忍不住生气掉泪。

Your first step is to assess whether this response is routine or out of the ordinary. If an employee who usually takes feedback in stride looks a bit teary, odds are there is something else going on. The best thing to do here — if at all possible — is to table the discussion for another time. A simple, “It seems like you’re having a tough day, how about we check in tomorrow?” gives your employee the breathing room she needs. It also opens the door for her to share what is going on if she’d like.
首先你该对这个反应进行评估——这是正常的还是失常的。如果一名员工常常都眼泛泪光地接受你的评价，那么问题就肯定是有其他的事情。最佳的解决方法在于——如果有可能——另外找一个时间把事情摊开来说清楚。简单的一句，“你今天的状况似乎不太好，要不我们明天再聊聊？”这能让你的员工有足够的消化的时间。也能让她有空间表达她想表达的事情。

If an employee regularly loses control of his emotions, then you need to address his inability to hear criticism as you would any other area for improvement. Find time to address this issue specifically: Begin by underscoring why feedback is important —emphasizing that you value him as an employee and that constructive criticism is a normal part of professional growth — then transition to what you’ve observed.
如果一名员工常常无法控制自己的情绪，那么你就要提出他不善于听取批评的缺点，因为你需要他在其他方面作出改善。找个时间把这件事情详细地说明：开始时要强调反馈的重要性——强调你很看重他这名员工，以及建设性批评只是职业发展的正常的一部分——然后再提及你所观察到的情况。

Try this: “I make suggestions because I want to provide you with everything you need to do a great job. However, I’ve noticed that when I start to bring up areas for improvement, you look visibly upset. Is that a fair assessment? I wanted to draw your attention to this issue, because I don’t want you to miss out on information specifically meant to help you excel in your role.”
尝试这样说：“我给你的评价在于我希望能够为你提供胜任这份工作的一切最佳建议。不过，我注意到了，当我想在某些方面进行改善和调整的时候，你看起来有点挫折。你认为那个评价是否公平？我想让你注意到这件事情了，因为我不希望你在信息上有任何缺失，仅仅为了帮助你胜任自己的工作。”

2.The employee who gets defensive
2. 自我保护的员工。

Not all emotional responses are the same — the defensive reaction is in a category of its own. Whenever this employee is confronted with the suggestion that she did a less-than-stellar job, she tries to explain why her actions were infallible.
并不是所有的情绪反应都是一样的——自我防御自有一种特色。无论何时这名员工面临着她无法达到任务标准的工作的评价时，她都会想法设法解释自己的做法是正确的。

Often, the “But I did nothing wrong” approach comes from low self-awareness, so skip the Socratic method and be as direct as possible. In lieu of, “What is the best way to handle this sort of situation?” say, “I understand why you made the decision you did, but our policy is to handle the situation you encountered this way.”
常常，这种“我没做错”的态度源于薄弱的自我意识，所以舍弃苏格拉底式的委婉说法，直奔主题吧。与其说，“处理这种情况的最佳方法是什么？”还不如说，“我理解你为什么会做这样的决定，但我们的策略是处理你用这种方法的情况。”

Dealing with a subordinate who’s still convinced he didn’t do anything wrong? Schedule a time for him to give you critical feedback. Perhaps he thinks you single him out for criticism, or perhaps he really does have a brilliant timesaving method. Regardless, hearing him out will help with your communication standstill.
还在与一名坚信自己方法正确的下属交涉？定一个时间让他向你给予中肯的反馈。也许他会认为你单单把他挑出来批评，或者他的确有一个很好的节省时间的方法。无论如何，听取他的意愿能够帮助你们之间的沟通。

3.The employee who doesn’t get it
3. 无法理解批评的员工。

What about an employee who listens, nods, thanks you for your feedback — and then keeps making the same mistake? Some people won’t cry or get defensive, but they don’t know how to act on what you’re saying, because you’re not really getting through to them.
要是员工能够倾听，点头，感谢你的反馈，但仍然犯同样的错误呢？有些人不会嚎啕大哭或自我防御，但他们不知道对你所说的作何反应，因为他们实在无法理解你说的话。

To remedy this, make sure you’re giving crystal clear feedback that includes examples and action steps. Instead of leaving it at, “It might be helpful for you to be friendlier,” try: “When we met with Bill last week you said, ‘Hello’ and then immediately dove right into your pitch. But taking a couple of minutes to visit — on anything from the weather to local sports — is often a better way to help you build rapport and ease the client into the meeting. Can you give that a try in today’s meeting?”
解决的方法是，确保你所做出的评价是非常清晰的，其中包含了一些例子和方法步骤。不是这样，“如果你再友好一点就会对你有帮助。”而是，“我们上周与Bill见面的时候，你说 ‘Hello’之后就迅速投入到自己的工作了。如果你能够多花一两分钟跟他寒暄——无论是天气还是体育，这对于你来说，在商务会议里都是一个建立亲密合作关系以及让客户放松的方式。今天的会议你不妨试试？”

Taking feedback in stride is an important professional skill, and one you want all of your employees to possess. If someone struggles with criticism, help him or her as you would with any other skill, and temper your approach using the strategies above. Your hard work will help your employees work better now (and manage better someday).
适应职场的评价是一项很重要的专业技能，也是你很希望员工都能拥有的技能。如果有人纠结于批评里，那么就尽可能帮助他/她提高其他的技能，使用上面提到的这些策略以缓解情况。你的努力付出会让你的员工工作更出色（以及有朝一日你会管理得更好）。