The 5 Most Annoying Things You Say to Your Leaders?

It is not difficult to find that some people around us are not very pleasant, in the communication they are always dominated by their own preferences, without taking into account the feelings of the other party. But in the workplace, with the leadership must bear in mind, the leader is always the leader, even if you and the leadership of the relationship is very close, speak also pay attention to the proportion.

Because it is difficult to establish trust with the leader, but to destroy the trust is very easy, often a sentence is enough.

The following 5 ways of speaking, the most annoying to the leader, do you know?

1.Rush to deny the type: "I do this is no problem ......"

This kind of people generally work ability is relatively strong, very have their own ideas, in talking to the leader, completely a questioning tone, do not want to let it too much meddling. But relatively speaking, this is also disrespectful to the leadership, to understand, since the leadership called you over, certainly found you in the work process problems.

In the face of this situation do not be in a hurry to take a position, first listen to the leadership of the thinking and affirmation, and then compare and contrast analysis, and then say their own point of view, so that the leadership tends to be more receptive from the inside.

If you have been self-centered, eager to deny, then the communication between the two sides is bound to be difficult to promote. At this point, the leader will also feel that you do not really respect him, but put him and you on the same level of position, which will make the leader very resentful.

In other words, when communicating with superiors, respect is the first prerequisite.

2.Negative Response Type: "This is not going to get done at all ......"

For example, at the end of the day, the leader temporarily arranged a task, then some employees will suddenly come out of the blue: "Ah? It's too late to finish."

This employee wanted to express the meaning of today can not be done, but this negative tone in the leadership to hear, may be too late to think of the leadership assigned tasks, delayed the normal end of the workday, obviously has the meaning of reproach. On second thought, can this really be said to the leader?

In this time-critical, large tasks, time-consuming situation, we may wish to say: "Well, leadership, I currently have so-and-so thing to deal with, after processing immediately start to do, but may have to tomorrow or the day after tomorrow to hand you, I do not know whether you are in a hurry to?"

Start by indicating your work status and stating your timeline so that your boss has a good idea of what to expect. If you do the job, you may be delayed more, and the leader will naturally reweigh the weight of things.

3.Perfunctory type: "I don't know ......"

"Knowing is knowing, not knowing is not knowing", this is our education from childhood. But in the workplace, do not easily say: "I do not know", which will appear to you very unprofessional or emotional intelligence is not high.

So how do you respond when you encounter such a problem?

When you should have known, but didn't prepare ahead of time, this is a good time to say, "I still need to double-check and get back to you later."

Or say, "After listening to your thoughts, I think this issue is rather complicated, I still need to discuss it with the team again, and I will write up a report and send it to you later."

When you really do not know, then you can ask for more details, although there is no good answer, but to have the attitude to understand the problem, rather than a "I do not know" perfunctory.

In short, in the process of conversation, do not easily say I do not know, more to give each other some buffer, than directly to a do not know much better.

4.With emotional type: "This I can not help ......"

At work, we are affected by different emotions every day. In these emotions, some are positive and some are negative, but regardless, to a large extent it affects the process and results of communication.

For example, some employees need to be around every day between the customers, when the customer, the mood is self-evident, the face will naturally have a smile, but when the customer disliked or with a long time the customer suddenly "disappeared", then the mood inevitably become lost, and even a little out of control.

Especially in this case, the leadership will ask questions, when faced with the leadership of the inquiry, most employees will be the heart of the anger out: "I can not help it, he ......", although the surface is not directed at the leadership, but the heart can not help but with the emotions, the words that come out of the mouth will also naturally put a smile on the face of the customer. The words that come out of his mouth will naturally take the leadership as an emotional outlet. In this way, the leadership will not be able to say anything more.

Therefore, in order for communication to be truly effective, we must grasp the "emotions do not communicate, communication without emotions" principle.

If there are negative emotions in the communication process, then you must learn to self-control emotions, if you really can not control emotions, it is necessary to take the initiative to stop the conversation or directly put forward, take the initiative to switch the topic, only in this way can ensure that they do not have the emotions, and cause more harm to affect the results of communication.

5.Choose a single type: "Is this a good idea? ......"

In the workplace communication, there is a type of scenario we use very often, that is, persuasion.

For example, you want to persuade your leader to agree with your program, you want to persuade your colleagues to better collaborate with you, then you must pay attention to their own way of persuasion. However, when many people are faced with persuasion, their usual tactic is to be persuasive, but I would say that taking the initiative to create options is more persuasive than being persuasive.

When you want to let the leadership to recognize your program, not a strong unilateral output, but it is best to give him to develop a 1-3 project program, in contrast, so that the leadership feel that the right to choose in his own hands, rather than be swayed by you.

In short, if you want people to be persuaded willingly, you have to learn to take the initiative to create the right to choose for each other.

Write in the end:

In the process of getting along with the leadership, how to communicate is a very critical issue, to avoid these five "loopholes", to a large extent, can improve your communication with the leadership of the efficiency, do not believe you try!