Communication Skills Necessary For Workplace Ultimate Problems

How to say is more important than what is said.

So we need to be gentle and ask many questions.

Use facts to explain why you think a plan will not work and show your boss that your goal is to help the whole team succeed.

"Someone is doing something suspicious (or illegal)."

I hope you will never run into such a boss as Bernard Madoff.

But if you find a misconduct in your company, what can you do? If you keep a tight lipped secret with your boss, it may cause you to collude with bad people. Exposing it may make others think you can't work together. This label is also terrible.

Greg said, fortunately, you can give warning without affecting your work, but you need to act like a diplomat.

Greg suggested: "first you have to explain that you are in good faith, and emphasize that you are thinking about it."

The best interests.

Then explain, what do you think will be the adverse effect if such behavior continues? "

After all, people know that deceiving customers, cheating investors and other dishonest behaviors can destroy a company and cause thousands of people to lose their jobs instantly.

Should we remember the Enron incident?

If

Disregard your concerns ("we've been doing this"), and even disagree with you (say goodbye, then get up and leave), then report the problems you find to the higher management.

Greg said: "in this case, it is appropriate to find your boss's boss.

However, this will make you appear to be disobedient to your direct supervisor, so I suggest that you three people talk face to face.

If the problem seems to have been implicated in the top of the company, what should you do? In this case, you'd better find another job.

"I want to get a raise."

Even if you really need it and you should raise your salary, you can still easily question yourself before asking for a raise. What if the boss doesn't think it's worth the salary increase? What if the boss didn't give him a raise for a while? Or let the boss feel that you are always complaining?

Bestseller "key dialogue: efficient

Joseph grant, author of Crucial Conversations: Tools for Talking When Stakes Are High, points out that striving for better treatment or allowance should not threaten a person's work, but only if you adopt the right method, especially when appreciated.

What is the key to getting what we want?

He said, "first of all, look at the pay situation online, and find out how much wages the local people and their counterparts do.

Then, prepare strong evidence to show why your performance deserves a raise. "

Greg also suggests that no matter what you do, you should not say that you need to raise your salary for personal reasons (no matter how urgent it is).

He said that in order to make the company executives more receptive to your point of view, "you have to let the boss feel that this is the business decision he has made after knowing the situation, rather than charitable donations."

"My performance appraisal is unfair."

Joseph gray is a manager coach. His leadership development agency, VitalSmarts, is located in Providence, Utah.

He said, if the year-end assessment does not really reflect your excellence, do not remain silent.

Even the most well meaning leaders may overlook your work results due to overwork before submitting your work report.

Or they may blame you for a certain problem, but there is a reason for this problem and the problem can be remedied.

Greg said: "the risk of silence is probably greater than that of speaking."

He pointed out that if the results in the personnel files are generally (or worse), it may unfairly hinder you from getting better opportunities in the future work.

Therefore, "you need to explain calmly", which evaluation or criticism do you think is unfair?

At the same time, you have to ask your boss to explain in detail what kind of requirements he or she has for you.

Greg said, try to figure out how the boss defines work well, and prepare for a lot of listening and speaking.

He also recommends: "you should ask the other person to provide feedback more frequently, or even once a week.

In this way, you can make adjustments when needed, and this adjustment is much earlier than your next official assessment.