What does a manager do when an employee can't handle constructive criticism?

First of all the manager should avoid to criticize infront of other employees, its better to talk in a separate session. Secondly, if a employee cannot take it, then other ways are sending on training, involving in meetings and giving a space for adjustment. Most of the people dont like change, but if change is presented in a beneficial way, they will go for it. 

The way you ventilate your problems with a person is usually the biggest problem. So change the way you approach the person. Make them see what they do wrong but also let them solve the problem. But in the end the job needs to be done, if that isn't they end result look for another employee.

I also agreed with Mr. Mohammad Usman Tariq. This is the right approach to communicate with subordinates whatever required by the management.

 

But i am disagree with Mr. Wolf Klass Kinsbergen to search for other employee.

This is not permanent solution, a manager is the role model of his team and he must find out solutions like have daily reports,5 minutes morning brainstorming sessions bring a lot out of employees.

There are many other ways, criticism should be the last option(as said by Mr. Usman). 

The main thing is to use soft communication skills and utilize interpersonal skills to make a sense of understanding and responsibility among the employees.

I believe the last option is to give a wakeup call in the shape of warning.

Firstly, one must identify whether the employee trusts the manager to absorb his constructive criticism, because a refusal means either the manager lacks the support or the employee lacks the attitude. In the first case, its all about communication, accessibility and feedback mechanism which develops that mutual trust. In the second case, it is best to assess if perseverance is rewarding, and then keep focused on quantified deliverables and specific instructions for such an employee.

Agreed with Mr. Muhammad Usman Tariq.Like to add the one thing we need to think from the employee point of view and what his benefit from the change or new challenge and how he will grow to reach his ultimate destination of his career path.

As managers, we should not make any criticism especially if our staff does not accept, Basically my approach is always  advisory in nature, our responsibility as managers is to make sure that we manage our department, is such case, we should know99.99% of department task and objective. we should set a leadership by example. procedures are made to be followed.

Teach her/him how to handle it and "show" her/him that constructive criticism can be at least very useful.

Well I think we do not have enough input about the employee being criticized to give the full answer but:

1. If the employee is young then he has to be sent for developing character training and should be put in a working environment forcing him - by a group of colleagues - to go in the right direction. Indirect communication though his friends can also bring better results as face to face criticism.

2. If he got his chance of corrective measures and training and still did not change, then it is highly recommended to Fire him, especially if he is still young. In this case only shock therapy works.

I had this case with a29 year old who was5 years in the company. I had him as project team member in process engineering. In two specific cases I gave him tasks to perform including the way to go ahead (budget who to got to, where, when, simply everything). He simply did what was in his mind and failed. I had a good personnel relationship with him and we could talk about history to politics going through music but, when I, his direct boss, his friend (indirect communication) highlighted what could be done better he simply found excuses and pushed the blame to others.

Finally the management together with the union took a decision to end his contract. Feedback from his friend was that he had difficulties in his2nd company and did not stay long but it seems that in the3rd one he started changing.

It sounds brutal to apply this hardness but, a mother sometimes refuses to send her child to surgery because she loves him too much and does not want him to feel pain, ending up in her child dying not getting the correct treatment. Sometimes we have to protect persons from themselves.

I have noted that difficult employees are the ones who are extremely convinced from themselves and believe simply that they do not make mistakes. Those only agree to good ideas if they come from them! If they stay long in a company they develop themselves to system destroyers. They start to hurt others as protection mechanism to satisfy their own ego. Such people even if they are old need to be neutralised either by with putting them in a position in the company where they cannot do a lot of harm or simply….fire them. I lost too many good colleagues seeing them leaving just because of such characters.

When an employee can't handle constructive criticisms, managers should talk with the employee friendly to see the reason for the failure to change. Then the manager should advice the employee again. If the employee does not change warning should be given thrice, if no change the employee should be fired.

A constructive criticisam should be in useful manner.