In the workplace, how do you look at the problem of superiors getting angry ? Can they do the right

The middle and high-level and their leading cadres above the middle and senior level have higher relativity than their own quality, and the relativity of their subordinates' literacy will be higher; In addition, the knowledge system among leaders and subordinates is also very high, on the one hand, there are more clear and truthful principles; On the other hand, it is easier to communicate. Tantrums: Usually, it is caused by the blockage of information flow advertisements or the failure to respond to the three views of the subordinates.

The abnormal situation is caused by the lack of cultural quality of the leading cadres or the fact that the things produced exceed the imagination of the leading cadres. The first needs to see if you really have a mistake, <>

Even very gross negligence. Sometimes we make mistakes, and we feel that our superiors can't explain it if they don't get angry. If this is the case, it is necessary to humbly listen to the "fire" of the superior leader and diligently correct or fill it.

You must know that superiors also have their superiors, and he still has obligations and troubles, and their superiors are likely to be more angry with him than he sent them, according to the definition of emotional intelligence and IQ in social psychology, frequent anger is the main manifestation of low emotional intelligence. They have the following characteristics: they are not good at expressing their inner feelings, and they are <>

I expect others to understand based on the mentality of "tantrums". Self-righteousness, there is a condescending experience, and you can't look sideways at your subordinates. Such people look arrogant, but in fact, subconsciously they are never confident.

It's unpredictable, and you can't manage your mood. That's also a concrete manifestation of low emotional intelligence. If your superiors are like this, I advise you to think about "evacuation".

Not only will you have to endure their temper tantrums, but you will definitely not be able to get a better development trend in their elite team. In that case, how can you deal with the tantrum of your superiors as a subordinate? Listen with an open mind.

Leading cadres sometimes have to insinuate when they lose their temper, so it is necessary to listen carefully to the accusations of leading cadres and <>

Listen with an open mind. It is necessary to uphold the mentality of being true but not completely real, caring but not being able to care thoroughly, involving the careful rectification of their own industry, and completing the intentions of leading cadres. Don't lead criticism, keep explaining, the more he expresses, the more angry he becomes, because you don't know whether he has lost his temper or not, if you don't understand the reason but blindly express, it is very likely to pull the fire on yourself.

Therefore, generally speaking, it is necessary to accept the temper tantrums of leading cadres in their entirety, listen to them with an open mind, and do not have to justify themselves on the spot or find reasons to refute them, but on the contrary, they should immediately clearly put forward a rectification plan and immediately start carrying out rectification.

I think it's normal, because they are of a high rank, so there is no need to deliberately suppress their emotions, and I also think that subordinates dare not resist. Yes, because sometimes they are really business-like, not aimed at someone, but it's difficult, because people are emotional, and sometimes they are just trying to make an example.

I think it's normal for superiors to get angry, and when they are working, many people can't achieve the desired results, and the leaders will naturally get angry; I think it can be done right to the right thing and not to the person; Because leaders are generally very generous and have a relatively large pattern, they will not care too much about personal grievances.

It's normal for superiors to get angry. They seldom do the right thing, not the right person. First of all, we must know that superiors are also human beings, and he is also emotional and subjective.

Some; If the leader says so, then you need to work hard to correct your mistakes and complete your tasks.

There will be such a situation; If you encounter such a leader, it means that the leader really cares about the work and the development of the company, and you should not allow him to contradict him.

In the workplace, words are real, such people, you meet such leaders, we must do our job well.

Such a leader is a cautious leader, and we should pay attention to our behavior and not be caught. At work, if your final decision is too good for you to do anything, you must first learn to communicate. Remember, communication is not an argument.

Many people are not good at communication and do not understand communication skills. When looking for a leader, you must explain your suggestions and ideas, as well as the adverse consequences. In most cases, you have to seriously consider the good intentions of this kind of thinking, that is, the decisions made by the leader cannot be changed with rational explanations and methods.

Solving difficult problems with a simple approach, in many cases, more leadership roles are decision-making, and our requirements may be professional. Therefore, in the professional field, they may not know much more than we do. When faced with specialized, complex problems, profound things must be explained in a simple way.

Always maintain a polite, humble, and respectful attitude towards leaders. As a subordinate, you should take the initiative to greet your leader when you see it. If you're too far away to say hello, you can look with your eyes.

When the leader's gaze meets you, just nod your head.

When dealing with a leader, you should always use polite language to make the leader feel your respect and admiration for him. If you don't use polite language with your leader, it will make him feel that you are rude. There are many relationships in the corporate structure, including big leaders, leaders, and employees.

We have to adapt to this structural change, think broadly, identify the strengths of the leader, help the leader expand on the strengths, and then adjust the mindset to adapt to the environment.

Over time, as you become a leader, you also expect your subordinates to continue to support you. Maintain good relationships with other colleagues. If you've already built relationships, it's hard to get hurt easily by your leader.

In interpersonal interactions, your attitude towards others determines how others will approach you. Therefore, if you want to earn the respect and approval of others, you must learn to respect and be cautious. Try to save face for your colleagues and attract other colleagues to join your side.

I think he's a very good leader because it's a leader who feels respectful and who feels fair.

I think this kind of leader is a very good leader, and a very pragmatic leader, and I appreciate such people.

I don't think he's a very good leader, and although he is outstanding in his work, he doesn't know how to respect people at all.

In the workplace, it is normal for the boss to get angry, and most of the bosses will choose to be angry with their employees after encountering some problems, and everyone doesn't have to take it to heart. If it's not because of a problem with your job, then you don't have to pay attention to it. But if the boss is angry, we can choose to see what we did wrong?

Then go back and make sure you don't have this type of problem in the future.

All people don't get angry for no reason, so we must understand why the boss is angry, most of the last time they were angry was because the employee did not work seriously, or the employee made a very fatal mistake at work. Most bosses will not lose their temper at the employee last time if there is no obvious mistake in the employee's work when they check on the employee's work. But if this mistake has been said many times last time, then if the employee still made it, he will definitely be very angry last time.

If this matter has nothing to do with us, we should not ignore it. But if it is because of the mistake of doing your job and the boss is angry, then at this time, everyone must go to the boss to apologize and tell the boss that you know that you are wrong. In the process of work, any problems that arise should be dealt with in a timely manner.

Some leaders may be angry because they are not in a particularly good mood today, so at this time, everyone does not need to worry and do not need to pay attention. As long as we do our work, if we don't make a mistake and the boss casually loses his temper with us, we can resign directly.

If it is really the employee who is wrong, then we must actively correct it, but if it is for no reason, I don't agree.

I think this behavior is a manifestation of incompetence, a kind of disapproval of your work attitude, we need to dig deep into the reasons behind this incident, and do not pay attention to the appearance of this matter.

I can understand, leader, I think that if the employee does something wrong, he will definitely get angry, and the superior should establish his own majesty.

Have you ever been in a situation where your boss has given you an assignment, but you have been repeatedly rejected? So your anger comes up, and so does the anger of your leader. What did it all go wrong with? Maybe it's the dislocation effect that causes the fire.

The <> gap effect refers to the fact that only 20% of the information from the leadership is known and understood correctly by the subordinates, while the feedback from the lower levels is no more than 10%. The efficiency of parallel communication can reach more than 90%. Grassroots leaders have a lot of work to do every day, big leaders are staring at them, and there are a lot of trivial things to do below.

The quality of the staff also varies. It is easy to lead to emotional instability, lack and imperfection of one's own management level, management methods, cunning and scheming. This is also the most crucial point, grassroots leaders are great leaders who stand up to the sky, manage people and offend people.

The so-called black face, in this case, he is either angry or angry.

Some leaders too"Principled"Be sure to let your employees follow their own commands. In this context, I urge all Amway employees to develop the habit of reporting and giving feedback on key points. Refine the key points of the task and report to the leader at each point.

Therefore, how a grassroots leader treats honest employees reflects his quality, ability and mentality. and whether there is potential to be a great leader.

Do a detailed explanation of the problem for a detailed interpretation of the problem, I hope it will help you, if you have any questions, you can leave me a message in the comment area, you can comment with me a lot, if there is something wrong, you can also interact with me more, if you like the author, you can also follow me, your like is the biggest help to me, thank you. That's all for sharing, if you like me, please follow me. If you guys have anything to think.

Personally, I think it's very normal for superiors to get angry, they are very stressed, and if employees don't meet the requirements in some way, it will affect their mood; First of all, it is very necessary for us to correct our mistakes, they must be angry because they have not met the requirements in some way, and choose to accept it with an open mind.

It may be that the emotions will not be able to control them before they get angry; As an employee, when the leader is angry, don't hold grudges, don't take it to heart, and understand his behavior.

You need to understand why your superiors are "angry", and you also need to look at your superiors' "anger" from the perspective of solving problems.

In the process of work, different scenes will have different reasons for "getting angry". For leaders, leaders will show their work attitude in this way, and at the same time, they will also take "getting angry" as one of the ways they manage employees. For employees, employees need to look at the problem of "getting angry" from the perspective of the leader as much as possible, and never just apologize.

Employees need to figure out the motivation of the leader to "get angry".

I can give you a few examples:

If the leader is very dissatisfied with the employee's work, the leader will directly "get angry" at the employee.

If the leader has no opinion about the employee's work, but the leader feels that his authority has been challenged, the leader will also be "angry" at the employee.

If the leader trusts the employee around him very much, the leader will also correct the other employees around him by "getting angry" with the employee. <>

Employees should never just apologize.

For those newcomers in the workplace, many people will only apologize when they encounter the leader "angry", and at the same time, they will also think that they are very aggrieved. To some extent, leaders don't want an apology from employees, but want employees to understand their true intentions. After that, employees need to solve their own work problems as truly as possible, and at the same time, they need to bring out the corresponding value to the team.

A leader puts himself in the shoes of the team, so employees need to do what is good for the team as much as possible. <>

Employees need to respond to the "angry" behavior of their leaders through their own actions.

No matter what the reason for getting angry, after the leader gets angry, employees must respond to the leader through their own work as soon as possible. I advise employees to do their job as well as possible, and at the same time try to have a good relationship with their leaders. When leaders need to use relevant employees, leaders need to feel that employees respect them, and employees also need to actively get the recognition of leaders.