How do I give advice to my leader? How to give advice to the leader skillfully?

Giving advice to leaders is also a science, and it is still necessary to learn more about common sense in the workplace, which summarizes the following points:

1. Make comments and suggestions in a good manner.

First of all, you need to clarify whether your leader is a person who can accept the opinions of others, and if so, then you can say a little more deeply when giving opinions; If your leader can't tolerate people, then you should pay attention to a good tone and proportionality when making suggestions, and don't go overboard, lest the suggestions not be made well, but leave a bad impression on the leader.

2. It is recommended that leaders carry out more collective activities.

If the company's activities are relatively few and relatively monotonous, you may wish to reveal to the leader that you want to organize more activities to enhance everyone's collective sense of honor and cohesion.

of this freshman. This kind of proposal is more decent, not too sharp, and it is also feasible from the practical point of view of the company.

3. It is recommended that leaders pay more attention to their bodies.

If your leader often works overtime or often goes out to drink and socialize, then you might as well care more about the leader, remind him to pay more attention to physical health, work is important, but it is also important to have a good body, I hope he can try to combine work and rest, and provide better physical and mental support for the future development of the company.

4. Suggest that leaders provide a better working environment.

A good working environment is what many people in the workplace are pursuing. If your company does not have air conditioning in summer, or even a place to take a lunch break, then you might as well start from the actual situation of the company and suggest that the company provide you with a better working environment. Although this kind of proposal may not be implemented in the end, it also shows that you are thinking about the company and your colleagues.

1. Grasp the context and put the problem in a different way.

For example, leaders are considered to be harsh with their subordinates and do not care about their employees. Tell the leader directly: you are too serious and do not care about the employees, this is bureaucracy.

The style has to be changed. Saying this, the leader will definitely leave a bad impression on you.

Leader, you are sometimes too serious, so that we are afraid to communicate with you, and we dare not open our hearts to you to say bright words, suggest that we give us a little sunshine in the future, so that we also have the opportunity to shine" This kind of colloquial and suggestive opinion, the leader can understand, and may smile heartily and tell you with his eyes: I know, thank you.

2. Grasp the key point, and put the opinions on the open issue.

For example, because there is a lot of communication with the leader in terms of words, I know that the leader is prone to make some mistakes in the process of dealing with words, and this kind of mistake is not known to others, and only belongs to the "secret" between you and the leader.

When giving advice to leaders, we must mention those issues that everyone can see, touch, float on the surface, and put on the table. Everyone knows that leaders are not shy about such questions, and it will be easier for leaders to accept them.

Wang Lei and others admonished Liu Zhang's advice that he was not welcomed, and how to give advice to the leaders was very knowledgeable.

In the work, the most difficult thing to do is to put forward opinions to the leader, which is a very technical thing, the initial stage of people to the leader to put forward opinions, often think of **mention**, the result is that many times, thankless, the problem is not solved, but also for no reason offended people, offended the leader.

People in the intermediate stage will have certain methods and skills, on the surface they are giving opinions, but in fact they are sycophants.

For example, the relatively low-level performance is that the leader should pay attention to the body, not always work overtime, and not always forget about the work.

How thick must it be to put forward such opinions and suggestions?

The performance of the intermediate level is that the leader you are going too fast in the work, to slow down a little, and wait for us, which has a certain degree of confusion, as if to put forward opinions, let the leader take into account the team, take into account the overall situation, do not only do your own thing, regardless of anything else, but carefully taste, this is actually still a sycophant!

The performance of the senior level is that the standards of your work are too high, and we are a little unable to keep up! Can't keep up with the pace! In fact, you are not really seeking truth from facts, it varies from person to person!

On the surface, this seems to be giving advice to the leader, which means that the leader's requirements are too high, making it difficult for subordinates to do, but carefully tasting it, it actually means that the leader, you are the most powerful, you are the most capable, better than us, and the leader you are a sense of responsibility.

You love your job more than we do! Actually, it's still a sycophant!

But the people of the above two ranks are actually still scum, and the real old fritters give people opinions like this! When you give advice to the leader, the leader is very happy, and sometimes colleagues think that you really dare to say that you are a responsible person! is a man of integrity!

Clause. First, we should mention some things and problems that leaders want to solve, but have not yet solved!

The leader asks his subordinates to give their opinions, which is a good opportunity for work communication and a good opportunity to promote the work, so if you want your work opinions to be recognized and solved by the leader, you will learn certain skills! Mention some things and problems that leaders want to solve, but have not yet solved! It is the fastest way to gain the trust of leaders!

For example, recently in the unit, many personnel have begun to be late, leave early, this phenomenon is very common, the leader has been angry, ready to solve this matter, but there is no reason, no opportunity, to criticize subordinates, at this time, you just proposed to increase discipline management, can not appear late and early leave the phenomenon, that is not no chopsticks when eating, you hand chopsticks, no pillow when sleeping, you hand the pillow! If you put forward your opinion like this, the leader will definitely be very happy! Because you've spoken to the leader's heart!

Putting forward opinions with one's own leaders, first of all, it is not suitable to put forward publicly, you should communicate with your own leaders in private, and when putting forward opinions, you must be concise and concise, and explain your views directly and clearly.

1.Understand and be familiar with the leaderEvery leader has his own style of acting and temperament, and it is very dangerous to rashly suggest to him before he is not familiar with his own leader. If you say it well and have a big leadership measure, you may be fine, but if you don't talk about leadership, you may run into a nose.

2.Judging the value of opinions and suggestionsIn most cases, leaders will appreciate valuable suggestions, especially if they are from the perspective of his interests, it may be easier to get him. 3.

Find the right opportunity to say what is important, and how you say it is equally important. Under normal circumstances, it is advisable to give advice and suggestions to the leader in a way that is more acceptable to him. 4.

Before making a suggestion, you must think about how the leader may react and take the plan to rehearse. For example, if the leader accepts, what to say next, how to alleviate the embarrassment if the leader is unhappy, what do you have to do if the leader is silent, and so on. 5.

Don't be obsessed with whether the leader has your opinions and suggestions, don't be obsessed, do your own thing, how to treat the leader and how to continue to treat, some things, time will prove its value.

When the leader puts forward opinions, you must be tactful, you have to pay attention to your attitude, just tell him, a certain thing, you may think how to do it, probably better, the efficiency will be higher, of course, the decision is up to the leader, but I personally think ah! It's best not to give advice to the leader easily, the leader will not like it, he will think, is my ability not as good as yours?

How to give advice to the leader? The first and the leader to put forward opinions, to choose the right time, second, about the leader to put forward opinions, you should be the opinions are pertinent, is very beneficial to the development of the unit, the third is this time to put forward opinions with the leader, do not in the occasion of many people, after all, he is your leader.

Hello, 1.Make it clear that your boss is different from other colleagues or friends. Be cautious when giving advice to leaders.

It is necessary to put forward constructive suggestions that are of substantive significance to the work of leading and managing departments.

You can't put forward some irrelevant opinions, pay attention to the tone when giving opinions to the leader, and can't directly point out what the leader is not.

If you have some opinions and suggestions on the work of the unit and want to put them forward with the leader, first of all, you must discuss the matter on a case-by-case basis, and do not say it in an absolute tone when you put forward your opinions.

How to give advice to the leader: Find a suitable opportunity to put forward different suggestions on how to deal with a certain matter, and the most important attitude should be sincere, not in a blaming tone.

Be very modest, of course. Give advice to the leader. Have a good attitude. Of course, it's better not to give advice to the leader.

It depends on whether your opinion belongs to the interests of the individual, the interests of the whole or the interests of the leadership.

If your suggestions for improvement enable your colleagues to do their jobs better, it's also a good thing for the company. It may also be a little awkward to talk about this topic at first, but after breaking the ice, you can further develop a sense of trust in both parties.

2.If you don't make suggestions in time, it will have a bigger impact on the future.

As the saying goes, prevention is better than prevention, and problems that are easy to solve at the moment will accumulate and become unmanageable if they drag on for too long.

Take myself as an example, when I was in charge of projects before, R&D was always habitually delayed.

For a day or two, I didn't think it was anything at first, but later on, the developers felt that the deadline was getting weaker and weaker for them, until one version was delayed for a week, and everyone still felt at ease.

3.If you don't make suggestions for improvement, what others are doing will make you uncomfortable until you can't stand it anymore.

Or their own example, due to the rush of the R & D, do not write the self-test to mention **, resulting in the need to intervene in the testing stage to find bugs together, after the first few times, the R & D simply do not write the self-test, and then form a habit, each time they need to pay extra work to assist in the test.

4.As for the form of giving feedback, it is best to be able to speak openly face-to-face. Although face-to-face may be awkward at first, after one or two times, it will not be so tangled later.

If it's an improvement suggestion that is in writing, consider CC or synchronizing it with your colleague to make them feel like you're above board.

I wish you a happy life and trouble, a thumbs up, thank you.

1. Understand the personality of the leader. You must first understand the leader, and don't rush forward with enthusiasm. Don't be too reckless in doing things, and be sure to have a good relationship first.

Not every leader in the world can get along with employees equally. If you are still at the bottom, then you should first have a good relationship with the leader, or show your irreplaceable side to let the leader notice you. Blind recklessness will only make the leader think you are naïve, even if your ideas and suggestions are very appropriate.

Pay attention to the time and occasion. First of all, don't give advice during the break, leaders also need to rest, and they definitely don't want people to disturb them during their breaks, so don't step on this minefield. Secondly, it is necessary to distinguish the occasion, and do not make suggestions at some important meetings, or in front of outsiders.

It is inevitable that the shortcomings of the company or the leader will be mentioned when making suggestions, which may not matter when you are alone, but it may affect the image of the leader or the company in public. Cause unnecessary misunderstandings.

Pay attention to the method. Don't be reckless and straightforward, and try to handle your comments as a normal exchange. Don't rush into the leader's office and say I want to give advice, but look for a suitable occasion and opportunity. For example, when the leader is in a good mood.

Pay attention to your words. Don't use the tone of command, you must pay attention to your identity, you are here to give opinions, not to give orders, to use a little more inquiry, stimulate the leader's thinking about the suggestion, and guide the leader to affirm your suggestion in a timely manner.

It's easy. 1. The leadership has clear ideas, responsibilities to people, deployment in place, and strong ability to control the overall situation.

2. The leadership has high personal quality, rational thinking and work ability, and sets an example for everyone to learn.

3. The leader is easy-going, unites colleagues, cares about comrades, can fully mobilize everyone's enthusiasm, and has a strong affinity.

4. Under the leadership of the leaders, everyone performed their duties, cooperated with each other, gave full play to the joint force, and reflected strong combat effectiveness.

5. Leaders often eat and live at the grassroots level, forgetting selfishness, and their families have made great sacrifices.

The shortcomings of leadership are everywhere, and the platform for leadership work is too narrow, and it is difficult to reflect their talents.

The wish of subordinates: I hope to give the leader a greater space for development, so that the leader can give full play to the greater potential.

1. Not paying attention to the body. Leaders are so engrossed in their work that they often forget to sleep and eat, do not pay attention to rest, and do not pay attention to the combination of work and rest. The body is the capital of the revolution, and if it goes on like this for a long time, it will exhaust the body and be a loss to the unit.

Second, the leader smokes and drinks, and hopes that the leader can pay attention to his health. Smoking is harmful to health, drinking too much alcohol is not good for health, if you have to socialize for the benefit of the company, you should also pay attention to take care, otherwise you will drag the sick body to insist on leading everyone, and everyone can't bear it.

Third, the work lacks courage. Leaders are too cautious in decision-making, especially when making decisions on major issues, they always repeatedly investigate and demonstrate, and solicit opinions from many parties, in order to be foolproof, and lack of saying no.

Second, the courage and courage to fight quickly.

Fourth, the leader usually pays too much attention to work and rarely organizes collective activities, which is not convenient to enhance everyone's collective sense of honor and cohesion. It is hoped that the leadership will organize more cultural, sports and entertainment activities.

Fifth, the leaders do not pay attention to rest, often work overtime, or do not take vacations all year round, so that the masses will follow suit and dare not take vacations or leave work on time. If leaders pay attention to the combination of work and rest, this can also drive everyone to do a good job with a better spirit and a happy mood.

Sixth, the leader usually pays too much attention to work and rarely organizes collective activities, which is not convenient to enhance everyone's collective sense of honor and cohesion. It is hoped that the leadership will organize more cultural, sports and entertainment activities.