Don t ask your subordinates why, but how

1. Everyone has their own job responsibilities and responsibilities. The recruitment of people in the company is to give full play to everyone's ability and deal with practical problems through work. If a subordinate does not have the ability to solve problems, then he is not a qualified and competent employee.

2. As a leader, the main job of the day is to perform the function of managing the empty commotion and manage the people and things within the scope of their responsibility. When your subordinates come to you to solve a problem, as a leader, the right thing to do is to give him decision-making support, let him make decisions, and let him decide what kind of solution to adopt.

It's not you who makes decisions for him.

3. Even if it is a situation that has to be decided by you, your subordinates need to think of and prepare at least three solutions for you to do multiple-choice questions, not question and answer questions. Only if you are firm on this point can you start to slowly improve the current situation.

1.Question: What are the goals of the company? How should we work towards our goals?

Answer: The company's goal is to be profitable and provide quality products or services. In order to achieve our goals, we should unite as one, give full play to our respective abilities, be proactive and continue to innovate.

At the same time, we also need to pay attention to market demand and competitive environment, and constantly adjust our strategy and execution plan to ensure that the company can continue to grow.

Explanation: This question relates to the company's core purpose and how employees should work towards achieving it. Clear answers need to be given and explained, while also emphasizing the importance of working together to bring together their abilities and innovate continuously.

In this way, employees can better understand the company's goals and know how they should work towards them.

Outreach: In addition to cooperation among employees, the company's management also needs to work hard to achieve goals. Management needs to develop a clear strategy and plan, and constantly monitor and adjust the execution to ensure that the company as a whole is moving towards its goals.

2.Question: I am having difficulties at work, what should I do?

Answer: First, you should carefully evaluate the nature and scope of the problem and try to find a solution to the problem. If you can't solve the problem, you can ask a colleague or supervisor for help.

In addition, you can also refer to the company's rules and procedures to see if there is a way to do it. Finally, if the problem is still not resolved, you can seek further help from the human resources department.

Explanation: This question concerns how employees should respond when they encounter difficulties at work. Specific advice needs to be given so that employees know how to solve the problem.

At the same time, it is also necessary to emphasize the company's rules and regulations and processes, so that employees know that the company has a clear way to deal with employees' difficulties.

Outreach: In addition to their own efforts and asking for help, employees can also participate in training or learn new skills to improve their level of competence so that they can better solve problems at work.

3.Question: What is the culture of the company? How should we adhere to the company's culture?

Answer: A company's culture refers to the company's core values and code of conduct. We should work in accordance with the company's culture, respect the company's values and guidelines, and use this as a guiding principle.

Specifically, we should respect our colleagues and customers, respect the company's rules and regulations, and processes, focus on teamwork and innovation, and constantly improve our own capabilities, while also abiding by ethics, ethics and laws and regulations.

Explanation: This question concerns the company's culture and how employees should adhere to the company's culture. Clear definitions and explanations need to be given, and it is important to emphasize that employees should respect the company's values and guidelines and work accordingly.

Expansion: The company's culture is one of the company's core competitiveness, and employees should actively inherit and maintain the company's culture. At the same time, the company should also constantly improve and enhance its own culture, so as to attract more talented people to join the company.

Q1: What are the company's annual goals?

Answer: The company's annual goal is to achieve a 20% increase in sales, a 15% increase in profits, and the launch of two new products.

Explanation: According to the speech of the company's leaders at the annual meeting, the company's annual goal is to increase sales by 20% and profit by 15%. In addition, the company plans to launch two new products to expand its market share.

Expansion: In order to achieve the annual goal, the company will take a variety of measures, including strengthening marketing, improving product quality, optimizing the first chain, etc.

Question 2: What are the performance appraisal criteria of my department?

Answer: Your department's performance is measured in terms of sales, customer satisfaction, productivity, and teamwork.

Explanation: According to the company's performance appraisal system, the performance appraisal criteria of your department mainly include sales, customer satisfaction, work efficiency and teamwork ability. Sales is an important indicator of the department's performance, customer satisfaction reflects the quality of the department's service, and work efficiency and teamwork ability reflect the overall performance of the department.

Expansion: The company will formulate corresponding performance appraisal standards according to the characteristics of different departments to ensure that each department can achieve the greatest contribution.

Q3: What is the company's talent development plan?

Answer: The company's talent training plan mainly includes internal training, external training and overseas exchanges.

Explanation: The company pays attention to talent training, and has developed a series of training plans for this purpose. Among them, internal training is mainly through internal lectures, internal courses and other ways to train employees; External training is to improve the professional skills of employees by inviting experts and participating in training courses; Overseas exchange is to provide employees with the opportunity to study and work abroad, so as to deepen the international vision and cultural exchange of employees.

Expansion: The company's talent training plan is long-term and systematic, aiming to improve the comprehensive quality and professional level of employees, and provide talent support for the company's development.

As a boss, I think a subordinate may ask me questions about my work, such as how to complete a certain task, how to be more productive, etc. For these problems, I will give specific suggestions and guidance to help my subordinates better complete their work tasks.

In addition, my subordinates may ask me questions about how to get promoted, how to improve my professional skills, etc. For these problems, I will give some specific suggestions and guidance, such as suggesting that subordinates participate in training, recommending relevant books or articles, etc.

Finally, my subordinates may also ask me questions about the company's culture and values, such as what the company's core values are, what the company's aspirations are, etc. For these questions, I will explain the company's core values and vision to my subordinates, so that they can better understand the company's culture and philosophy, so that they can better integrate into the company.

We will ask when the salary will be raised, how the company will develop in the future, and when will we build a team, truthfully, and treat employees as their own people.

Responding correctly to subordinates' inquiries is an important part of building effective communication and good working relationships. Here are some guidelines:

1.Listen and understand: Listen carefully to your subordinates' questions and make sure you fully understand what they mean. Avoid interruptions or rushing to give answers, but give them enough time to articulate what the question is about.

2.Be clear and concise: Ask questions in a concise and unambiguous manner, and avoid using overly specialized terms or complex language. Make sure it's easy for your subordinates to understand.

3.Provide solutions: Give specific proposals and solutions to help subordinates solve problems or find appropriate resources. If you're unsure of the answer, promise to follow up and provide more information as soon as possible.

4.Encourage thinking and self-directed solving: Where appropriate, encourage subordinates to think independently and find their own solutions. They can be stimulated to think by asking rhetorical questions or introductory questions.

5.Respond in a timely manner: Respond to your subordinates' inquiries as quickly as possible, which shows that you value their questions and pay attention to their needs. Even if you need more time to research or organize your answers, respond promptly and explain what is going on.

6.Respect and patience: Maintain respect and patience, regardless of the complexity of the issue or the concerns of subordinates. Avoid belittling or belittling subordinates' questions and instead respond with kindness and cooperation.

7.Provide feedback and guidance: Provide targeted feedback and guidance at the same time as the problem to help subordinates better understand the situation and improve their own abilities.

With the above principles, you will be able to better respond to your subordinates' inquiries, promote effective communication and build good working relationships. Keep in mind that each subordinate may have different needs and learning styles, so be flexible and adapt to individual circumstances.

For the inquiries of our subordinates, we do not miss the kind of ambiguous words that are absolutely unambiguous, and try to explain them to him carefully and patiently. Let him know what to do and how to do it, which is very necessary for you to carry out your work.

When a colleague asked me why I was leaving so early, I could say the following in the face of the situation that the leader had passed by:

1. Explain the work and tasks completed.

Colleague: Leaving so early? Why?

In addition, I have also made arrangements according to the plan for the next working day to ensure that the work progress of the entire regiment will not be affected.

2. Emphasize personal time management and work efficiency.

Colleague: Your time management and productivity are amazing, do you have any tips to share?

Me: Thanks for the compliment! I focus on planning my time, setting clear goals, and prioritizing tasks.

I will use the time block management method, dividing the working time into different blocks and focusing on the most valuable tasks. At the same time, I also use the Pomodoro method, which divides my work into short periods of time to maintain concentration and improve efficiency.

Three: Emphasize the balance between work and personal needs.

Colleague: Now that you've completed your work, can you stay in the company longer?

Me: While I value and dedicate myself to my work, I also believe in the importance of balancing work and personal needs. During working hours, I try my best to complete tasks and communicate with team members.

Off-duty time is also a time for me to rest and recharge so that I can better devote myself to tomorrow's work. At the same time, I also have other important things to take care of, including health, family, personal development, etc.

Four: Express a good relationship with the team and the leader.

Colleague: Don't you stay and wait for the approval or arrangement of the leader?

After completing the task, I communicated with the leader in a timely manner to ensure that everything was properly handled. I believe in the team's ability to work together to ensure that the work runs smoothly.

In summary, when a colleague asks me why I am leaving so early, I can do so by explaining the work and tasks completed, emphasizing personal time management and productivity, emphasizing balancing work and personal needs, and expressing a good relationship with the team. This not only shows my colleagues that I am productive, but also highlights my time management skills and importance to teamwork, and also conveys a good communication and collaboration relationship between me and my leaders.