How Can A Boss Learn To Apologize In Art?

Apologizing is not simple. If there are any principles to refer to, then the principle of effective communication.

The answer is the only thing that the boss should apologize, but of course, many bosses may not realize that apologizing is also a matter of learning.

If you can express your apologies sincerely, timely and appropriately, you can not only embody your personal accomplishment, but also inspire your subordinates.

Pretending to be unconcerned or to take a hard line that insists on not apologizing is not only a failure to maintain prestige as a boss, but also backfires.

Apologies need prompt attention.

This is just like the principle of communication and feedback, whether timely or not, the effect will be quite different.

If some objective factors do not make it suitable for apology, then it is not appropriate to drag the time too long and not more than a week at the latest.

Otherwise, once your partner's heart is full of grievances, the effect of your apology will be greatly reduced.

But if both sides are angry, the effect of apology will not go anywhere.

It is the best choice to apologize at the first time after cooling off.

Usually, the first sentence is the most difficult to say when apologizing.

You can try to use such a sentence: "just now, my attitude is not good enough to make you feel wronged. I sincerely apologize to you."

In your apology, you should include several elements: first, be brave enough to admit your mistakes and not to make excuses; second, identify with the other's feelings, because recognition will relieve the pain; third, after sincere apology, try to give remedies.

At the same time, the attitude of the boss is very important. If a "I apologize to you, what do you want to do" attitude, then the subordinates will be more disgusted with the boss's behavior. He thought, "why do you pretend to be here?" attitude, decided the effect of the apology, even if only one sentence "I'm sorry...".

In the choice of apology, we should adopt different ways according to the causes of errors and the extent and severity involved.

For example, if errors have a certain impact on work, it is more appropriate to make an apology in such a public meeting.

This will not only help to express the practical attitude of the boss, resolve the contradictions with the subordinates, but also help to strengthen the team values, and make up and advance the progress of the work.

For some personal conflicts, such as misunderstandings caused by a certain attitude, misuse of words and poor communication, you can choose to communicate by telephone or E-mail, or face-to-face communication in private.

Especially for those who are low-key and introverted, in private space, they can communicate with each other in a calm state.

This will not publicize and magnify the grievances between superiors and subordinates in the public, but also make the personal feelings between superiors and employees slowly nourish.

Apology is sometimes not only a recognition of mistakes, but also a respect for each other's feelings.

Even if the boss has no substantive errors, it only lets the other person feel a blow or other negative effects, and the boss should also take the responsibility of appeasing the employees' emotions.

After all, this is also an opportunity to enhance communication and understanding with employees.

It is undeniable that everyone has different attitudes towards his boss when he makes a mistake.

Some subordinates will be open-minded and considerate, and believe that their superiors will introspection, and they will have a sense of superiority because their superiors owe their apologies. While some subordinates will be angry and frustrated, deliberately make things big, or even make unreasonable demands.

Therefore, the boss must not regard apology as a good medicine that can be tested repeatedly. It is possible that drugs may have side effects.

Some subordinates may appear unwillingly, deliberately coercion and conditional conditions. At this point, I am afraid the boss will be furious and regret why he apologized to him.

Therefore, apology also needs to grasp "degree", so far, it should not be too self accusation and exaggeration.

As a matter of fact, the reason why "subordinates can not forgive" is probably the attitude of the boss, which encourages him.

Therefore, the director's apology should be short and effective, and the next key point is your solution.

Your boss will focus on where things are, and your subordinates will be led by you.

Myth 1: apology can damage prestige.

In fact, calm.

And the immediate correction is the essence of leadership.

Prestige is not created in escaping from mistakes, but in bravery and commitment.

Myth two: employees need to be substantial and apologize for being flashy.

Employees usually value the material benefits of material benefits. Even if their superiors do not apologize, they will be satisfied if they think of him in the promotion and salary increase.

But the fact is that with the improvement of employee's ability and the need for respect and recognition, material will no longer be a single incentive means. The leadership of the boss will directly affect employee loyalty.

And this little act of apology is a reflection of leadership.

Misunderstanding three: apology and

Style has nothing to do with it.

On the contrary, in fact, what leadership style will decide what kind of apology is appropriate for you.

A cheerful, witty and more friendly boss can make an apology in a more direct way, while subordinates are usually very receptive. The introverted boss is more suitable for the way of apologizing in private. The tacit feeling makes subordinates more useful.

"Only suitable, not the best", for apology, this sentence is also applicable.

We do not need to get entangled in the title of "boss". Whoever makes mistakes, the most important thing is to correct mistakes in time and never make the same mistake again.

After breaking the psychological barrier and saying "sorry", it is even more difficult to show "sorry" to follow up.

Go in.

Even if the apology behaves properly, it is only the beginning.

In the next time, the boss must focus on quietly rebuilding his reputation and regain the trust of his employees.

The only secret to achieve this is time.

The boss should not be eager for success, but must do a solid job well.

That is to say, the boss has to spend a lot of time interacting with employees, so that the good relationship that is taken for granted first is restored.

Moreover, supervisors need to use daily actions (rather than verbal) to show their sincerity to win back their employees' hearts.

In the time when their leadership is being questioned because of mistakes, subordinates are still in the "observation period" for their superiors' behavior. Employees will also use a magnifying glass to examine their superiors' behavior. Any similar mistakes will make the apology and efforts of their superiors worthless.

Therefore, it is important for the boss not to make repeated mistakes.

In fact, subordinates can see and understand their bosses' efforts and changes easily.

They know that, compared with those who have never made mistakes and never learned lessons, they are more trustworthy.

Sometimes, the boss should forget his role properly, and he is just a mortal who will make mistakes. This is the boss who takes the floor. Don't take the mistake for yourself, and actively improve and improve your leadership.