When a leader complains to you about the shortcomings of other colleagues, how to get it right?

At work, we can't encounter the situation of being asked by the leader about their views on other colleagues, if we do, how do we reply to the leader, do we have anything to say, or do we have reservations? This is a big problem in the workplace, and if it is not solved properly, it will cause trouble. I believe that many workplace partners also feel the same way about this matter.

1. Find out the motivation of the leader: When the leader asks himself, don't be in a hurry to follow the leader's guidance, you can find out the leader's motivation in the form of rhetorical questions, of course, the skills of rhetorical questions are better to be higher, in case the leader is asked. In view of the motivation of the leader, the problem of leading can keep oneself away from unnecessary troubles, such as answering the wrong question, and causing the leader's discomfort by flashing words.

It's a prudent approach to leadership that doesn't offend people, so when you encounter a similar problem again in the workplace, start by figuring out what motivates you.

2. Try to take care of both sides: both the leader and the colleagues you are talking about. In order to gain the favor of the leader, you can't expose the old background of your colleagues at all costs.

There is no impermeable wall in the world, once your behavior is known by your colleagues, it is not just as simple as ignoring you, who dares to guarantee that one of the troubles you encounter in the future is not the work of your colleagues. Therefore, when replying to the leader's question, you must take into account both sides, and don't be flattered to tell the leader everything you know because the leader takes the initiative to ask, so that you will become more and more unpopular in the workplace.

3. Don't do closed: it is deterministic, for example, when the leader asks you if a colleague is good, try not to give a good and bad bite, you can test the leader's motivation through an open one, and then reply to the leader with a thinking that takes into account both sides, so as to reduce the situation of offending people because of a problem. This process requires us to grasp the emotional changes of the leader, if the leader is already impatient, there is no need to be open-minded, otherwise it will also offend the leader.

The degree of this is the main factor in our ability not to offend others.

Don't underestimate such a problem, no matter how good you are, there will be flaws, because you have a problem, a total of the interests of the leader, colleagues and yourself, although it is the premise of not offending people, but if it damages your own interests, it is not cost-effective. If you have to rank the interests of these three parties, the arrangement is: the leader is greater than himself, and he is greater than his colleagues.

If it were you, who would you put first?

When a leader complains to you about the shortcomings of other colleagues, how to get it right?

This question should really be thought about, don't be tricked by the leader. According to my understanding, leaders with strong management skills or high emotional intelligence will not do this kind of thing. Leaders do just that.

In fact, it exposes a heart that is unwilling to take responsibility. Don't worry too much about complaining about your other colleagues, it may be that he is asking for some opinions. It may also be some kind of reminder, which is still a normal discussion, after all, leaders are also people, and some emotions are normal.

First of all, you have to figure out why the leader complains like this, so that you can be targeted.

1.If the leader beats you by talking about others, then the leader's words will definitely say some similar mistakes that you have made recently, if this is the case, it is recommended to admit your mistakes and praise that you have met a good leader, can tolerate your own mistakes, and will not make them again in the future.

2.If it's just a simple complaint, try to be objective, just deal with it head-on, blindly go along with it, blindly protect, it will not be good for yourself or others.

3.If you complain about your peers or higher-level colleagues, you have to be careful, which may contain a variety of intentions: to win over and knock on the phone, etc., to secretly exchange your heartfelt feelings, talk about others and knock on your mistakes, and hope that you will be a microphone to face your colleagues.

And all you have to do is just smile, today you can talk about others in front of you, tomorrow you will say you in front of others, it's hard to tell the truth from the false.

It is difficult for leaders with a low pattern to have great development, so don't take it seriously, let alone take it seriously.

When a leader complains to you about the shortcomings of other colleagues, how to get it right?

First, I will seek truth from facts, and I will also refute the leader's rhetoric head-on.

When the company leader complained to me about the shortcomings and faults of other colleagues. If that's the case, I'll follow him. Affirm the leader's statement and tell him that it is the truth.

If the leader is biased against his colleague and deliberately speaks ill of his colleague, I will also refute him. Tell him that colleagues should get along with each other and think more from each other's point of view. Let the leader be a person with a pattern and be able to tolerate everyone.

And tell the leader to say bad things about others behind his back, saying that other people's shortcomings are wrong, and that any problems can be raised face to face, solved together, and dealt with together.

Second, I am a principled person, and I will not follow the crowd.

I'm a very principled person, and I don't judge anyone the same. I only believe in what I see, I only believe in what I really feel in my heart. Even if it is the leader of the company, I will not particularly support and agree with his statement, because what he said is wrong and extreme.

If you have shortcomings, you can correct them, but don't hold on to other people's shortcomings. As a leader of a company, you should appreciate your employees, not dislike them. Only when leaders encourage employees more, employees will be more motivated to work and will become better and better.

What would you do if your boss complained to you about the shortcomings of other colleagues? First of all, you need to figure out why the leader complains like this, so as to target:

1. If the leader knocks you by saying that others, then the leader's words will definitely say some similar mistakes that you have made recently, if this is the case, it is recommended to get off the donkey, admit the mistake, and praise a good leader who can tolerate his own mistakes and not make them again in the future.

2. If it's just a simple complaint, it means that the leader has regarded you as his own person, similar to a confidant, what you need at this time is to listen, and don't talk too much.

3. If it is a temptation for you, then the leader will mention someone who often goes against her, test which side you are on, and suggest showing loyalty at this time.

The best way to do this is to evaluate objectively. Because leaders want to know the right answers. So you have to be objective, such as what strengths or weaknesses this colleague has. Say it the way you think it is.

In fact, each of us has advantages and disadvantages, but the leader just wants to confirm his own views through you. In this way, you will not offend the leader, nor will you offend your colleagues, and you will not do any harm to yourself. Because objective facts are like this, once such words are spread, it will not hurt you much, because objectivity is like this, what you say is the truth, others will not have any ideas, we should be honest and treat each other with sincerity.

If you make a mess out of nothing, leave a bad impression of dishonesty on the other party, and also bring disadvantages to your colleagues, then it is not good for others and yourself.

Try to be objective and deal with it head-on. Blindly accommodating and blindly protecting others will not benefit oneself or others.

Be careful when complaining about your peers or higher. It may contain a variety of intentions, such as soliciting, beating, handing over, and so on. Exchange your loyalty with secrets, talk about it and knock on your mistakes, and hope that you will be a mouthpiece to face your colleagues.

And what you have to do, just smile.

If you can talk about others in front of you today, you will definitely say you in front of others tomorrow, and it is difficult to distinguish between truth and falsehood. It is difficult for people with a low pattern to have great development. So, don't take it seriously, and don't take it seriously.

In the end, if you really want to complain about your peers or superiors, you either talk about things, or face up to it, or keep silent.

1. Tempting the meaning of leadership.

First, you need to test what it means to lead. There are several situations in which the leader will want to know about an employee, and in the first case, the colleague may be about to be promoted, so ask you what your peers say about him. In the second case, the company wants to lay off employees, in which case, he may want to lay off him, so ask you about his performance.

In the third case, the leader simply paid attention to him, and we are not sure whether the leader noticed his strengths or weaknesses, but the leader wants to confirm to you whether his image in his mind is the same as that of his colleagues at the same level.

You can be better off if you understand the meaning of leadership, but the meaning of leadership is not so easy for us to know. If you ask directly, maybe the leader will say, "Why are you asking so much?"

I just want to get to know him. "So don't ask directly, but ask tentatively, if you don't get an answer, it doesn't matter, anyway, these are the kind of things that may make the leader ask you about your evaluation of another colleague.

Second, the advantages of colleagues.

At the beginning, we must talk about the advantages of colleagues, and the leader will find you alone, hoping to get the most real answer. Then everyone has strengths, and you can expand his strengths a bit. He is very enthusiastic, very efficient, etc., you can tell the leader, if you feel that the leader is not in a hurry, you can even give some examples.

The merits of Duoduo colleagues are an infallible answer.

Third, it is appropriate to talk about some shortcomings.

If you talk all about the good things in your colleagues, your boss will think you're not authentic enough. So it is important to talk about the shortcomings, but there are some shortcomings that can be said and some that cannot be said. For example, if the other person is often lazy at work and pushes tasks to others, you can say that he is inefficient, and do not introduce the shortcomings of his personal qualities.

Cover up his big shortcomings, and talk about some shortcomings that are not big or small. In this case, if the leader says that he leaks his mouth and tells him that it is the evaluation you give, it is also some innocuous shortcomings.

And this ensures the authenticity of your words, in case the leader sees the shortcomings of this colleague and wants to confirm to you whether he has this shortcoming? If you do it, it will stiffen your co-worker relationship.

When the leader complains to you about the shortcomings of other colleagues, you don't have to express too many opinions, after all, it is not a good thing to talk about others behind your back, if the leader really complains again, forget it, if it is just to test your reaction, if you echo it, it will leave a bad impression.

At this time, you must speak for your colleagues. You can tell the leader that everyone has their own strengths and weaknesses. Perfect.

As long as he does things seriously and works in a down-to-earth manner, as for the shortcomings, they cannot be changed in a while, but they must be taken slowly.

It is very likely that the leader is testing your relationship with someone, you don't give too many clear answers to the leader's questions, and don't refute the leader, just listen carefully.

The leader complains to you about the shortcomings of other colleagues, he just needs someone to listen, or just casually says, you just need to listen and you don't need him.

I think you should echo the leader's opinion, and then tell the leader that although this colleague has these shortcomings, he still has advantages, so as to kill two birds with one stone.

When the leader complains about the shortcomings of other colleagues, you can adapt to it on the one hand, and the leader also tactfully accuses, find out what the leader said wrong, and at the same time express your own shortcomings and your own views.

I think you can talk a little bit more about the merits of your colleagues, so that the leader can feel that you are a person of integrity.

I think you can do that, I think everybody has imperfections, everybody isn't perfect.

I will tell each other that everyone has strengths and weaknesses, and that we should look at each other's strengths more in life and avoid seeing each other's shortcomings.

Don't make any comments, just listen to your boss, and don't talk to that colleague either.

It may be that I want you to take this as a warning and not make the same mistakes, You can say: What the leader said is, I am just lucky, I am young and ignorant when I meet you, I hope you will mention more!

When the leader talks to you, it's best not to refute, you can tell the leader that I will talk to him when I go down, and let him change it.

If you want to be right, you shouldn't be able to, it's better to just listen silently, don't go.

You say that you try to avoid making these mistakes, show your attitude, and don't belittle your colleagues.

After all, the leader should play the role of leader and role model for everyone, so even if their employees have certain problems, they should also propose corresponding solutions, after all, only by solving them can they fundamentally let their employees have a certain understanding of their own problems, so that they can better play in their work.

This situation may be a test method developed by the leader in order to test the employees, first of all, because in the process of testing, you can see what the relationship between employees is, and at the same time, you can effectively grasp the views of your employees on other employees of the company, which will find out certain problems and be of good help to the development of the company, so the leader's practice may be intentional.

So what do you do when your boss complains to you about the shortcomings of other colleagues? In fact, when encountering this situation, you must do it according to your own inner thoughts, which does not mean that you can arbitrarily belittle other employees in the process, after all, each employee is fair and just between them, so they have the same rights.

When telling the truth when you are doing it, you should also describe your own shortcomings, after all, while evaluating others, you also have shortcomings, the so-called no one is perfect, so it is not only a problem for the boss, but also can show your own modesty.

Therefore, for their own must not be humble or arrogant, and also say that they will work hard in the future work, so that they can play their role in the work, so as to gain more experience, for the boss's problems should also raise their own questions, ask the boss why he will convey this kind of information to himself, so that the boss will know that his question is very unreasonable, so that it is also a kind of protection for other employees.

In the workplace, you must keep a low profile and do not cause unnecessary conflicts.