认识到这是工作,不是休闲,并化解由此带来的情绪——正如我过去常常对我的员工说的,尤其是在面对艰难和恼人的任务时:“嘿,这就是为什么它被称为工作,而不是游戏。如果它是一种游戏,我们将不会为此得到报酬!”记住这些就是工作关系,并非友谊。即使是混乱的工作关系也能产生商业利益。要将这些划分开来。
Try as best you can to see things through the eyes of others – Always a ‘best practice’ in management and life. No one’s perfect; all of us of course have faults. It’s entirely possible some of the fault in a fractured relationship is yours. Might there be aspects of your behavior that are causing an employee to relate to you in persistently frustrating ways? Might such perceptions be legitimate? Indeed possible.
尽可能通过其他人的眼睛来看事情——一直都是管理和生活中的一个“最佳实践”。人无完人,每个人都有缺点。一段关系的破裂完全有可能是因为你的一些过失所致。或许是你行为的某个方面才让员工一直以令人沮丧的方式与你相处?或许这种看法是合理的?的确是有可能的。
Recognize that creativity and innovation are often byproducts of tension, conflict, stress and agitation – Best for last, this is the most important point, with the most organizational upside. Right, wrong or indifferent, when I reflect back on some of the biggest management-employee conflicts I had (and witnessed), they were generally with the brightest individuals. Who also were the most cantankerous, invested, and ultimately capable of the keenest product and consumer insights. Which generally resulted from considerable discussion, debate and struggle before solutions were found. Was I always happy with the person or the process? No. But was I often pleased with the end results? Unquestionably.
【老板们看下属不顺眼怎么办?】相关文章:
最新
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15