Coping Tips For Office White-Collar Workers

CASE1 between colleagues

"Bang" is also a punch on the table, more intense than the previous one.

But this time, instead of Zhang Yu's counterattack, he rushed to his colleague, Anson, and hit him hard as he had just smashed.

"Don't tell me that. The statistics on the project are written clearly, and you don't evaluate the risks according to the samples. Do you know?" "nonsense! But you don't need to use the brain to assess the parameters so low, which is in line with the actual situation."

See the trick: small "noisy" break

CASE2 confrontation between upper and lower levels

Zhang Lin walked solemnly to the desk of the manager's office and decided to send a copy to Mark, the manager. "The day before yesterday, I added the plan to the meeting. Why did I not write it in the final report? Please explain it!" then I thought about it again. It's not appropriate.

"Is it inappropriate to cut it down at will? Is it not a waste of one's time to meet?"

It is not an absolute inequality to accuse and complain.

When employees and bosses disagree, or feel unfair, they can appropriately express their strong opinions or dissatisfaction through "quarrel".

However, we should pay attention to propriety in terms of words and not to criticize blindly, but to explain the situation and explore the reasons.

This is in fact conducive to understanding and cooperation between the upper and lower levels.

CASE3 on subordinates

"Deducting your bonus is in accordance with the regulations, and no suspension is a way out."

"Why do a group of people punish a person for doing something wrong?" "then I will give you a chance to explain it!" Shen Hong began to tell the whole story in detail with indignation. As a supervisor, ran Jie did not interrupt his statement, and listened carefully.

If you take a chance to speak as a supervisor, you should not regard subordinates' complaints and objections as a challenge to their authority, but give them the opportunity and right to speak. They will listen and reanalyze in their release process.

At the same time, we should pay attention to language and space, do not speak arbitrarily, allow subordinates to explain and refute.

Workplace quarrels

1, not all things can be resolved by quarrel.

Interpersonal communication is short and long, and interest disputes are not to be outdone. Such a quarrel will be lost even with the "body".

2, not everyone is fit to fight.

Violent words and excitement are not something that everyone can bear.

For example, if "new person" is "quarreled" soon after entering a job, it will probably hurt his professional self-esteem and influence his correct understanding and assessment of corporate culture.

3, quarrels should be built on mutual understanding and mutual trust.

For the first time, two people should try to communicate with each other in a peaceful way. Blind quarrels can lead to unwarranted suspicion and even permanent rupture of relationships.

4, quarrel should be clear and definite.

Only when there are specific problems can we quarrel, and we should not regard the quarrel as the way to vent our daily dissatisfaction.

The so-called "right things are not right people" should not be "happy with nothing".

5, fight to pay attention to language.

A quarrel should be a matter of fact. The parties can express their feelings directly, but they can not be dirty and malicious.

6, face up to the significance of quarrel.

Quarrels are not aggressive or overwhelming forcing others to accept their own opinions, but through a more intense way to discuss problems and solve problems.

Don't expect others to submit to you by comparing your voice.

7, calmly deal with the outcome of the quarrel.

When the "war" is subsided, both sides of the quarrel should withdraw from the excitement and objectively analyze each other's opinions or accusations, and find out where they are missing or insufficient to improve and perfect.