A supervisor criticizes an employee's work by telling him that he is disappointed with it. The supervisor's method of handling this type of a situation is usually considered:

• A. good; the supervisor did not criticize the employee's work in front of other employees
• B. poor; some favorable comment should have been made at the same time
• C. poor; the employee should have been asked why his work was poor
• D. good; the employee knows just where he stands, and might resign

Answer: (B)

In supervisory feedback, the goal is to deliver corrective comments in a way that motivates and guides improvement. Simply telling someone you’re disappointed communicates dissatisfaction but offers no direction or recognition, which can undermine morale. The effective approach is to balance the critique with a favorable remark about something the employee did well, along with clear guidance on what needs to change and how. That positive note shows you still value the employee’s work and provides a concrete starting point for improvement.

Not criticizing in front of others is a good practice, but it doesn’t by itself resolve the issue of how the feedback is framed. Asking the employee why the work was poor can be part of a constructive discussion, yet without balancing it with praise it may come across as punitive. Suggesting resignation as a consequence is not a professional or productive management approach.