I don t know how to deal with a relationship, and the master of interpersonal relationships is advan

First of all, I think this question of yours is very good, I think many people have encountered this problem, and I am too, I am more troublesome than you, and I am a relative's ......

When I talk about this, I am reminded of two principles: principles.

1. Anything that cannot be subjectively evaluated, but must be realistic; Principle.

2. Consider from the perspective of others and be lenient.

So back to your question, I'll break it down in detail:

I think most of the current business is friends introducing friends, your friend's uncle is probably used to it, he depends on this for a living, the purpose is to make more money, you may think that you are an ordinary relationship, this can't say that he is wrong, but a social problem, it is not easy.

On the other hand, your friend's uncle may already be relatively serious and has earned less about you, so you should try not to doubt it first. Why? What the contractor said may not be right, he may have a conflict with your friend's uncle, deliberately saying bad things about him behind his back, and ruining his business, there are many such people in society, you must pay attention to identification.

After the analysis, how should this problem be solved?

First of all, the landlord, you identify this anti-theft window, is it good to use? If it's still working, then try to make do with it, and don't let your friend's uncle ruin your long-term relationship with your friend. If there is indeed a major problem and it cannot be used, you should not come forward, let your father come forward to find your friend's uncle, the two adults can better communicate and let them solve it, afterwards, you go to your friend and say something sorry, of course, you must make it clear, it is your friend's uncle who is not right first, and your father's approach you "don't know in advance", so that friends are still friends.

Personal opinion, hope it helps. If you still have questions, you can continue to chat.

Just ask out and talk.

The following remarks are a summary of my experience in making friends:

Make a friend of dog meat to take advantage of it and treat it leniently.

Make ordinary friends and vote for virtue and treat them peacefully.

Make close friends and treat them with sincerity and courtesy.

Finally, I would like to send you a sentence, "being able to detach and be able to merge is a great virtue." (Make friends, life, and do things according to their intentions, taste it carefully!) ）

Make close friends and treat them with sincerity and courtesy. Remember this sentence! I think that's the kind of friend you're going to make.

You politely ask the other party to do it according to your standards, friends are friends, and the quality must be passed.

To tell the truth, as long as the evidence is sufficient and the attitude is tactful, believing in the truth still understands people's ......

This kind of thing, tell the truth to your classmates.

Don't be dumb and lose money.

What bullshit classmates.

What age is it, and I still agree with learning.

As a manager, I often encounter this problem, it is good to implement a certain system by myself, but there are some people with special relationships, or people who have made special contributions to the company, they have touched some systems of the company, if you deal with them seriously, morally unjustifiable, if you don't deal with them, you are very passive, how to deal with such a thing? Let me share my thoughts with you.

Size conversion. However, whenever there is a contradiction in human relations and management, we must establish a typical thinking, that is, to turn a big thing into a small thing, and reduce the influence of this matter to the lowest possible level.

Reduce the range. That is, let the fewer people involved in this matter as possible, first of all, think about which people can be well settled, and which people are more tricky? The tricky ones are the ones we focus on, and after that, we move on.

Push up and down. Under normal circumstances, as a middle-level manager or above, you do not have the authority to move those special people, such as the boss's relatives, the leader's relatives, etc., so what you have to do is to push up and down, that is, to put pressure on your leader, let your subordinates co-emphasise pressure on this person, and finally force the senior leader to solve such a problem.

Rift Lu reconciled privately.

Everyone must pay attention to the fact that this is the ultimate solution, we must not make things very stiff, we must find a way to reconcile privately, many things are suspected, it may not be easy to deal with it publicly, but once it involves private relations, things may take a good turn, we must take advantage of such a weakness of the Chinese to talk about feelings and face, and settle people through private methods, and things will naturally be easy to handle.

How to deal with the relationship between management and human relations. If you want to deal with the relationship between management and human affection, you really need to work hard, because it is really not easy to grasp it. If it is slightly biased towards one side, then it will affect the cooperation between the group ants and the ants.

So it's important to grasp his degree. Usually contact with people should not only maintain a certain contact, but also maintain a certain distance. Gifts are needed.

However, when it comes to issues of principle, it is still necessary to adhere to principles. Make others think that you are such a shouting person. He is a man of principles and stuffiness.

But it's a person with feelings. Because when it's time to help one another, help one another, and reciprocate courtesy.

But when you have to say no at work, you have to say no, and you can't say negative words for the sake of face. Be an upright person. Be a principled person.

At work, one is one and two is two. But in terms of human sophistication, he interacted with other colleagues in the unit. Maintain a certain level of camaraderie.

First: Respect him for being a stupid person.

Respect for others is a virtue advocated by the 5,000-year-old civilization of Chinese culture. Self-esteem is an inner emotion that everyone has and is very important to everyone. The emotions between people are mutual, and only by learning to respect others can it be possible to gain the respect of others.

A person who knows how to respect others will often be praised and recognized by people. Therefore, in order to survive well in society and in the workplace, respect for others must become the first principle of life and the foundation of the workplace. Second:

Effective expression. People often say: I'm not afraid that you don't have knowledge, I'm afraid that you don't know how to express. In the workplace, almost every job that people do needs to communicate and collaborate with others.

In this process, what we are most afraid of meeting is not those who are inexperienced, not those who do not have a high education, nor those who have mediocre IQ, but what we are most afraid of is meeting people who are not good at communication and cannot express themselves. Some people are unable to express themselves effectively, which leads to delays in the work process and even affects the smooth progress of the work project. The modern workplace is inherently fast-paced, so people are reluctant to work with colleagues who are not very expressive.

If you happen to be the person who can't express yourself effectively, you'll find that your colleagues are less willing to work with you over time.

Therefore, in the workplace, the first skill to master is to express effectively. This requires us to exercise our ability to accurately express our actual intentions on the one hand; On the one hand, we are required to do enough work between communicating with others, fully understand what we want to express, what the purpose is, and what we need the support of the other party.

Third: Be a good listener.

Today's workplace is generally open, and basically everyone has their own ideas and personalities. Everyone likes to express their ideas and stand up for their ideas. However, it is precisely this that leads to many interpersonal conflicts in the workplace.

People tend to focus only on their own thoughts and feelings, and rarely listen to the thoughts and emotions of others. Therefore, as long as you learn to listen to others, then you will gain more recognition and favor from others, and then get more opportunities for friendship and companionship.

Fourth: ask questions with an open mind.

In the past, doing one's duty and hard work would be unanimously recognized by leaders and colleagues, and he might even become a model worker in a unit or factory. But in today's workplace, it's not enough to just put your head down and work hard. People who only know how to work hard, but don't know how to communicate with others, and who don't understand how to ask questions humbly are not welcomed by the team.

We can even say that an employee who has no problems is not a good employee. Only by asking questions with an open mind that you know how to do so can you make continuous progress. Asking questions with an open mind is an essential quality that every employee in the company should have.

The object of the question can be a colleague, a superior, a subordinate, ......In short, people who know how to ask questions with an open mind are people who can work and are popular people.

Regardless of the conflict between human favor and management, these three kinds of human favor should be dealt with specially: the human favor of the disadvantaged person to resist hail, which is related to the fairness of management; The customer's favor, which is related to the development of the unit; **Business, which is related to the integrity of the unit; When encountering these three kinds of human feelings, it is necessary to attach great importance to them, but whenever these three categories are involved, they must rise to the height of the unit.

Deal with it according to the principle that the unspoken rules are greater than the system - what is conventionalized can be equated with the system.

This is a general principle, when the system and human feelings conflict, the practice in the unit is to deal with the benchmark of the sail, if there is no convention in accordance with the unspoken rules, if there is no unspoken rules, in accordance with the following methods, do not start from yourself new unspoken rules and conventions, when there is a problem, the pursuit of the precedent is often the precedent, do not think that you can be smart.

It is necessary to learn to push the good favor to the superior - the method of double insurance is more reliable.

This is the smartest way to deal with it, you first take the favor into your own hands, and then push the favor to your direct superior or higher-level leader, also known as the method of double insurance, is a kind of protection for yourself, for the things that are not accurate, do not make your own claims.

For example, one day, a vice president of the company wants to arrange a personnel commissioner, the vice president directly said that he has communicated with the boss, the boss agrees, and the commissioner arranged by our leaders is handed over to HRM, through an interview with the person, whether it is professional, work experience, or personality, it is far from the requirements of the position, and then the boss Chen Chen, the boss sighed and said that a deputy is always the core management of the company, or to give a face.

Solution: If the leader wants to insert people who do not meet the requirements to come in, and happen to be assigned to your department, the first thing we have to do is to accept, and then send it to the human resources department to confirm whether it meets the requirements, meet the requirements, we don't say anything, if you don't meet the requirements, you must tell the boss about the situation and directly arrange the leader of the burning bucket person, if the leader has no opinion, you have to put this person will bring harm to the company (incompetent work), the trouble caused to your department, etc., Make it clear. In addition, you can make full use of the "characteristics" of this person who does not meet the requirements, and rely on this "related" person more for the mistakes in your usual work, or what responsibilities you have to bear, which is not only a protection for your department, but also can solve many problems that cannot be solved under normal circumstances.

To be a human being is to learn to "behave in the world" and learn to establish good interpersonal relationships with all kinds of people.

To build a good network, you have to be a volunteer in mindset. If it's not voluntary, you won't do your best, and you won't be rewarded handsomely. Keep a good mindset and have good intentions in your heart, and you will get a positive response when you act together with others.

The best way to manage relationships is not to ask others to do anything for you, just think about what you can do for others. That's the real art of networking.

How to deal with the relationship between management and human relations. Selling the first empty rush believes that it should be when dealing with management and human relations. It should be clear to distinguish between fighting and destroying. Work and human relations should be clarified, so that the relationship between management and human feelings can be handled well.

After asking someone else for help, pay back the favor as soon as possible.

If you talk too much, you will lose, so talk less.

Do your best to put away your emotions in front of outsiders.

You must think twice before you speak, but your words will hurt the hearts of others.