Your mission, should you decide to accept it, is to point out what's going on without blaming anyone in particular. “Describe the errors in terms of the department or the team, and ask whether there's anything you can do to help prevent any more mistakes,” Mattson says. “Instead of accusing the boss, make it more about the effect on the whole group. Above all, express concern for his reputation, as the leader, if the errors continue, and offer to help develop
你的任务(如果你愿意接受的话)是指出问题所在,但不要专门批评任何人。马特森说:“从部门或团队的角度来描述这些错误,同时询问自己能做些什么来帮助避免出现更多错误。不要指责上司,而是要多讨论一下它对于整个团队的影响。当然,要表达一下对上司信誉的担忧,作为领导者,如果持续犯错误必将影响他的声誉。同时主动提出帮助制定一些可行的解决方案。”
If this discussion leads nowhere, well, you did what you could. It's possible, though, that your boss knows things aren't going well and will react as if you had thrown him a much-needed life preserver -- which could be very nice for your own career, too. “If you really make it a priority to build a good rapport with this boss, and help him save face with higher-ups, who knows, you might even decide to stay beyond the next 18 months,” Mattson says. It's worth a try.
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