The leader asked me directly what I thought of him, how should I say better?

Sometimes, leaders ask us to express our opinions instead of saying what we want to say. But keep these three points in mind, so that what you say will not only protect yourself, but also make the leader's eyes shine. First, see where you are.

Since the leader asks you to say what you think, you can say whatever you want. But remember, remember where you are. Start by saying what you are and don't deviate from that range.

Otherwise, if you say something about someone else's position, this is called overstepping your authority, reaching out to someone else's bowl, and offending people if you don't say it well. Just say what you know. What you don't know, don't make it up, don't make it up, let alone say what you hear.

Because you are not accurate, the influence of leadership on you will be greatly reduced. Finally, just say what you're sure of. Sometimes, when leaders ask you for advice, they actually want a plan.

This can't be a matter of feeling. You can mention more plans, but it's better to mention what you're sure of. Because, in case the leader thinks it's okay, he will let you do it.

I'm not sure myself, isn't that asking for trouble for myself?

In the workplace, the hardest thing for a leader to talk to us is to ask us what we think of a colleague. Because we're not sure what the leadership thinks. Do you want to be promoted, or do you want to be punished, or do you just want to see how we relate to this person?

So the best thing to do at this time is to be unclear. But if you have to say it. Let's talk about it.

Concrete things are said directly. And don't let leaders think we're making subjective judgments. The leader can't pick out a word of your words, after all, what you say is true.

In fact, in the workplace, the most difficult thing is to be practical. When most people evaluate others, they never say anything, they just say their own opinions, which will inevitably offend people.

Figure out what the fundamental interests of leadership are. At the inspection meeting, the boss asked everyone to talk about their views on Lao A, but he also said that he would not say good things and talk about shortcomings. Sure enough, there are colleagues who really think that they want to hear about the shortcomings.

Then he said: "Lao A is too reckless and often conflicts with colleagues. ”。

The boss changed his face on the spot. This is equivalent to saying that the boss promoted the wrong person. Another colleague said:

When Comrade A is working, he will take the initiative to do things. When doing things, he has his own ideas, is very energetic, and is very motivated. ”。

It is precisely because of this that some colleagues do not understand this issue very well. In fact, it is better for everyone to communicate more. When the boss heard this, his face turned better.

We always say that people with high emotional intelligence can talk. In fact, people with high emotional intelligence know that the other party's interest is in ** as soon as they speak. Proceed from the interests of the other party and do not harm the interests of the other party.

Naturally, others are also happy to hear this.

So, when the leader asked us to give our opinion. It is important to figure out what the interests of the leadership are. It's something we can't touch.

Otherwise, what you say is right and justified. It's hard for a leader to be with you. In fact, sometimes, the workplace is also very helpless.

If you want to be promoted and raised, you must first survive. You have to have the support of the leadership. Therefore, it is inevitable that they will hide their true thoughts and even say some things against their will.

But for our own sake, why not?

If you have only a few small opinions about the leader, and these opinions are harmless, then I suggest you don't say anything. If you really have an opinion about your leader, and these opinions have broken your principles, then I suggest that you and your leader be honest, but be tactful.

I think that asking this kind of question generally shows that the leader wants to hear the truth, but after all, the leader is also an ordinary person, and no one wants to be criticized, so before saying or making suggestions, we must first admit that the leader is wise.

If the relationship is better, you can make a joke and joke with each other, if the relationship is normal, it is not to promote you or to fire you, it is better to analyze it according to the current situation.

In a situation like this, first of all, we must not tell the truth, no matter whether the leader is wrong, whether he is a generous person or not, do not say all the words in your heart, otherwise the leader will hate it, and it will not be good for the future, but the words must be said, and you must not say it, you must know how to be tactful, so how to say it, you can say that the leader is very good, I feel very confident under your leadership, etc., you must know how to be cautious in words and deeds.

You can say that I think your leadership skills are exceptional, I admire your ability to do your job, and I hope to learn from you.

It should be said that I feel that the leader is very practical and talented, and I have learned a lot of useful knowledge and etiquette in the workplace with the leader, and I am very grateful to the leader for cultivating me.

You should tell the truth, and you should give the leader some suggestions for improvement, so that the leader will reuse you and think that you are a person who dares to tell the truth.

If you have other opinions about the leader, then I think you should be able to talk to her tactfully, not very bluntly, but if you don't have an opinion, you can just say something nice.

You can say to the leader that there are indeed some views, but there are no views on the whole, but the leaders usually hope to be more approachable when communicating with employees.

When the leader asks what he thinks about his future work, he should do it according to the specific situation. If the job treatment is okay, the development prospects are relatively optimistic, and I am willing to do it, I should simply say: I am willing to work hard here, improve my ability, and strive to make a great contribution to the unit.

If the salary is not high, the development prospect is slim, and you don't want to continue to work, you can: I'm thinking about this, it's not mature yet, if there is still no change here, maybe I will change jobs.

Precautions for talking with leaders:

1. Strive to be concise and straight to the point.

Leaders' time is precious, and they don't have the time and patience to listen to long speeches, so they should think about the purpose and core points of this conversation in advance, and put important things first.

2. Communicate with solutions.

Leaders don't like to always throw problems to their employees, before preparing to communicate with the leader about a certain work, it is best to write a plan or solution, even if it is immature, it doesn't matter, at least let the leader know that he is prepared, not to be in charge.

3. When talking to leaders, don't be sharp.

The gentleman hides his weapons and waits for the time to move.

You can't behave too expertly and superiorly, and if the level "surpasses" him, it is easy to cause the other party's displeasure.

I think the leader still attaches great importance to you, ask you what you think, what do you think, you can tell the leader directly, for example, you want to go to finance, well, you yourself have a certain development of finance, you should tell the leader, the relationship between the leader and you must be good, if it is general, it is impossible to ask you what you think.

My boss came to me and asked me to evaluate my leader, what should I say? When entering the workplace, many employees are also most concerned about leadership.

Shouting, asking for a report to a colleague or a job, because you are working in a system or a private company, you need to follow leadership. Or a colleague handles this relationship, sometimes you should strictly follow workplace etiquette or standard rules, or you will find that your company is very disadvantaged. Then, if you walk you through privately, ask you to evaluate other employees or other leaders, how would you respond?

In fact, there are many employees who are relatively low, and they will directly complain about other colleagues for personal interest, or blame other colleagues for saying that their colleagues are inadequate, but those who are of high quality will want to get along and talk to their colleagues very decently.

They know what to say and what not to say, so they can work in the company. In fact, every employee will be working in a company to encounter a similar situation. You have to expect something and don't always choose things because the leader may also want to check the employees by such means and means.

If you always blame other colleagues in a bad way or critically, so that after you hear the assessment, other colleagues may be charged.

And then you're trying to work together in the workplace, so there's a lot of employees who have a high level of emotion, and they're going to take the initiative to compliment other colleagues or, I don't know if it's possible for the leader's question to be awkward and continue the employee, after all, the employee's response is perfect.

If the leader is going to be a difficult employee, then it will only make the employee feel very embarrassed.

In fact, leadership advice also has a clear positioning, as an employee, the workplace should know what is not a compromise, especially when talking, doing things, must learn to think from a leadership perspective when surveying, this leader can meet your performance. Strong employees don't immediately throw out their opinions when they're actually responding to questions, because they know that the leader is probably very happy with your answers, and everyone has to learn to test and correct them in the process of constantly answering. Only the leader can be observed to react, not because it is wrong, leading to the leader.

Of course, there are leaders who they like to join and will tell other colleagues in the conversation, and then everyone has to report work for themselves or communicate with the leader, not leaving a little person to speak. handles, because they are taking advantage of the handle of the employees, and finally threaten some of the leaders of the employees to make the employees return two difficulties in the workplace. If you and your boss are not the same way, you should learn to be silent.

The boss came to me and asked me to evaluate my leader, I think you should say that your leader is a more serious and responsible person, and don't say some bad things about him, otherwise the boss will hear bad things about the leader, but the leader will also be bad to himself.

You should evaluate your leaders objectively and realistically. Because the boss wants to understand whether your leader is a good leader or not, he wants to hear the truth.

I don't think you can say it, you can just pretend not to know. Don't get involved in this strife, you just have to do your job.

You can evaluate your leader with the boss pertinently, don't speak too badly of the leader, and don't praise him all the time.

Be sure to praise your leader, say that your leader is very good, how good you are.

It depends on which aspect the leader asks. If it's a job, you can tell him that you've been here for a short time, but you don't know much about your supervisor. However, from the usual work attitude of the supervisor.

It can be seen that this person is honest, serious about things, meticulous in his work, and has the motivation to cooperate with the other party. Of course, if you hold on to the supervisor and want to find the other party to settle the account, you can also say that he did something wrong.

The reason why the boss will ask some grassroots employees or middle managers what they think of some leaders may be to understand some of the situation of a manager through the grassroots level. After all, for some large companies, it is impossible for the boss or leader to fully understand every employee of the company, so communicating with employees has become one of the ways for them to understand the company.

Generally speaking, the main purpose of a leader talking to someone is to find out how the person usually behaves, and its potential purpose is nothing more than a promotion or transfer. In any case, it is recommended that you give priority to praise. You have to know that if this colleague is accidentally promoted to your boss, then if you speak ill of him.

He is easy to find out from other sources, so for security reasons, it is best not to speak ill of others behind his back. Suggestion: The company's structure can be further optimized. There are three points that can be listed, and work efficiency can be further improved.

After putting forward this suggestion, although it is still said that the company celebrates the reform of the only system.

It's problematic, but it doesn't sound harsh.

When leaders ask us to have a voice. We have to figure out what the interests of the leaders are. It's a place we can't touch.

Otherwise, what you say is right and reasonable. It's hard for a leader to be with you. In fact, sometimes, the workplace is very helpless.

If you want a promotion and a raise, you must survive first. You have to have the support of the leadership.

If the other party is your leader, you have to give the leader more face. Even if the leader is really wrong, don't rush to deny it. Discussing with him privately will make it easier for him to accept, otherwise he will be afraid of you.

Be careful not to let the leader do the short-answer questions, but let him choose for himself. In this way, the leader will put forward his own opinion, and it is not your responsibility to make mistakes in the future.

You have to be an objective leader of the pure and tolerant problem, for the performance of the main answer spring tube in daily work and life, reasonable and evidence-based analysis, to the best pants selling points and shortcomings of the combination, neither blindly praise your supervisor, nor can you arbitrarily lower the image of the supervisor, to let the leader have a clear understanding of your attitude.

I think Tong promised to observe more, and the leader wants to know some specific content of the supervisor, but I suggest that you should praise more of the main family's leniency, and the bureau should not say bad things about others in private, which will have an impact on your future.