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How To Solve The "Tearing" Person In The Workplace

2008/10/17 11:35:00 41865

Anyone who criticisms can, but too much care will knock down the team atmosphere. In the workplace, people should learn to see more about the merits of people, or even help to reduce the exposure of their shortcomings.

In Taiwan's "Cheers" magazine, "how should we deal with someone who is holding up his legs?"

The analysis is made.

The excerpts are as follows:

People who usually like to "drag their legs" or "put a black arrow" are mostly poor in performance, jealous of others, gossiping, or confronted with airborne troops. They think they are hindered by their opportunities.

When the boss does not know how to take the lead in probing into gossip and not asking for evidence, it will also fill the office with unhealthy habits.

To prevent this situation, first, the duty of the Department must be clearly defined, including the SOP operation process and personal job description (work instructions) should be clearly defined so as to avoid vague grey areas and allow the people to go beyond their duties or fight.

In addition, the performance management system should be objective and data oriented, eliminating the interference of too many subjective factors and adding credibility.

In such an open and pparent environment, it is not so easy to pull a leg in secret.

In management, we should take teamwork as a substitute for confrontation, formulate clear common performance goals, centripetal force, and encourage opinions on public affairs to be discussed on the table.

For the supervisor or project leader, it is necessary to understand the personality, ability and working style of everyone in the team so as to put talents in the right place.

A 100 point candidate is assigned to a 80 point team. If he is arrogant, he will not be able to catch up with the team. He will not be able to play the effect of multiplying immediately. Both sides may feel unbalanced, and there may be a deliberate or unintentional drag.

Calm down for the first time.

If you are dragged behind your back and heard rumors of a secret arrow, it is inevitable that you can have negative emotions at once. But when you think about it, the office also has the so-called 80 / 20 rule: 80% of you like it, 20% of them do not think so, so it is better to think of it as a normal state, and 8 of you have the ability to identify with your colleagues. You can almost be satisfied with it. In the face of the various situations that 20% extend, I suggest that you face it with a tolerant and caring attitude, and calm down and understand the truth.

Even self reflection, people care more about others on weekdays. Colleagues who are poor in ability or poor performance need to develop listening skills. They can also help in a moderate range, instead of always interrupting the other person's speech: "stupid!"

It can't be! "

If you are convinced that the other side is not deliberately and carelessly dragging you down, you should deal with it at the first time, and openly say, "it doesn't matter!"

"No, that's not what he meant!"

Restores relations and team morale, and eliminates rumors.

理性向上報(bào)告或雙方私下對(duì)談

However, when the negative consequences of the consequences caused by the rear legs have seriously affected the team operation and even the confrontation of small groups, or their emotions are really unbearable and intolerable, I suggest that we should pull things onto the table and get to the supervisor as soon as possible.

It is very important that when you report to the supervisor, you must clearly describe the process and analyze the reasons in a rational manner. Objectively, what situations will affect the mood and progress of the team or individual?

If necessary, you can go to a colleague who is more neutral or trusted. When the third party of the left certificate is open and pparent, it will prevent the farmers from having a small report.

However, it is also necessary to remind that if it is not the parties concerned, do not report to the supervisor, because this is not your problem, instead, it becomes an "unnecessary third party".

Or, if there is no deep hatred for the other person, you can take a private direct conversation method, so as to get a better understanding of the truth of the incident and the node of the problem.

However, because this kind of thing is uncertain, it is suggested that we should not name names, but rather, we should make a tacit understanding of the problem of work delay or confusion, or hear what is happening, and ask him how he thinks it is better.

Remember, be sober and calm, and discuss problems. Do not mix up personal negative emotions or accuse others, so as not to cause unnecessary friction, or even blame people.

Anyone can criticize, but too much care will hurt the team atmosphere. I urge you to learn to see more about the advantages of people, and even help to reduce the exposure of their shortcomings.

In this way, they not only reduce their chances of being jealous, but also prevent themselves from falling into unhealthy mood and even become a member of the public.