Employees who dare to get angry with their bosses

Employees who dare to get angry with their bosses have conflicts with their leaders in the workplace, quarrels and get angry are taboo in the workplace, so do you know how to dare to get angry with the boss? What are the employees who are in trouble with the boss? Follow me and take a look at the employees who dare to be in trouble with the boss. Employees who dare to be in trouble with the boss 1

1. Business elites with impeccable skills Substitution

This kind of person has strong work ability and can point out the problem. He can know what the problem is just by looking up the problem that ordinary people cannot solve. Leaders especially appreciate this kind of people, but the biggest characteristic of this kind of people is that they are more arrogant and more direct. In order to successfully complete the task, the leader usually tolerates this kind of people as much as possible. After all, he is still needed to do the work. But you still have to keep a low profile. When the leader can't stand it anymore, it's just a matter of words.

2. Old employees who have started a business with their leaders

Generally speaking, those who have started a business with their leaders have a certain emotional foundation, and everyone has come from entrepreneurship. He is considered a minister who has made great achievements and is qualified to "quarrel" with the leader. For example, if you disagree with some plans proposed by the leader, you will put forward your own opinions. This cannot be said to be a quarrel. After all, it is for the good of the company. It may just look like a quarrel in the eyes of others.

3. Newcomers in the workplace

Young people who have just entered the workplace do not understand the rules of the workplace and do not have great opportunities to come into contact with leaders. Naturally, they do not know what leaders look like. If you encounter someone who disagrees with you, you may inadvertently contradict your leader. Normally your boss won't care about it, but when it comes time for promotion and salary increase, you will know the consequences of contradicting your boss. Therefore, when newcomers enter a new working environment, they must first observe more and talk less.

4. Strong background and strong connections

In some companies, nepotism is obvious. Maybe the employee who quarreled with the leader is a relative of so-and-so, and the leader also looks at that person's face. On the other hand, there is no way to deal with this employee. Besides, the leader is just making a living, so there is no need to compete.

5. People who don’t want to do it and want to resign

Some people don’t dare to contradict their leaders for work, so they can only choose to swallow their anger, so they feel relieved when they resign. Let's vent all our usual grievances. As the saying goes: "Leave a gleam in life so that we can meet each other easily in the future." The world is such a big place. If you still work in the same industry in the future, there is still a possibility of meeting the leader. Don't influence it just for the sake of quick success. future career development.

Employees who dare to get angry with their leaders 2

01. Is the other person angry for a moment, or has he always been like this

First of all, let’s talk about When an employee becomes emotional, our first reaction is to simply walk away and deal with our own emotions first, such as embarrassment, anger, anger, etc. After you calm down, analyze another question: Is the employee's mood this time a moment of anger, or has he always had this temper.

I need to remind you here that you should not analyze the right or wrong of things first, as this is not clear. Instead, deal with human and emotional issues first, and let other colleagues handle the work well. When emotional issues are dealt with well, right or wrong will naturally not matter, as long as everyone calms down and understands each other. Then, for the issues mentioned above, we can analyze them from three angles:

Whether employees have had emotional behaviors in the past, not only towards us, but also towards other colleagues; employees Our own personality can be relatively easy-going or irritable. If we don't have many contacts, we can learn from other colleagues; whether employees are sincere and willing to work, or irresponsible.

02. If an employee has a moment of anger, we can first clarify the misunderstanding in an interview, and then explain it at the meeting

If we determine that the employee is just in a moment of anger, his usual work attitude has always been All are good, then the problem is likely to arise in communication, or our attitude makes the other party feel disrespected, rather than the matter itself. Our best way is of course to have a face-to-face communication with the other party, clarify misunderstandings in communication and attitude, let the other party feel our sincere attitude, and then explain the matter objectively, not targeting the other party.

Finally, let this matter pass, and both parties will communicate more in the future. Then, we will clarify to everyone at the meeting that this matter is just a misunderstanding, and we have communicated and clarified it with the parties involved. Regarding this situation, if you have emotions in the future, you can give me feedback in private, and I will try my best to make things right with everyone. Communicate to avoid misunderstandings. Thus, reducing the impact of the incident on the team.

03. The employee has always been like this, which is extremely detrimental to the management. Warn first, and then transfer or persuade him to leave.

If the employee's character has always been like this, then it is a character problem of the employee. There is no need to give in at this time. If we give in, it will only make the other party push forward, affect our authoritative image in team management, and make other employees feel that the leader is too cowardly. There are three ways we can try to handle this:

Interview warnings.

Interview the other party directly, warn the other party not to lose his temper in the team based on his own personality, which will affect the team atmosphere, and ask the other party to pay attention to his emotional behavior in the team in the future. If the other party makes modifications here, there is no need to process them again.

Remove or persuade to leave. If the other party doesn't change, then apply for transfer to the company and be transferred to another department. Or directly persuade the other party to quit and let yourself resign automatically. If it doesn't work, then fire me.

Meeting clarification.

This matter also needs to be clarified at the meeting, but the focus of the clarification is that we will clarify and communicate with the parties involved in the temporary anger caused by misunderstandings, but if the employee always has a chaotic personality If you lose your temper and affect the team atmosphere, you will be dealt with severely. Employees who dare to get into trouble with their boss 2

1. This person has excellent abilities, a bold personality, and treats things differently than people.

My friend Xiao Yao is a bank teller. In the second half of 2018, the bank had a counter marketing for financial management products. The leader asked Xiao Yao to market this product to customers once every time they came to make a deposit. products and issue letters of intent to interested customers. Xiao Yao feels that this initiative of the leader has greatly increased the time cost of counter business, and may easily cause customers to complain because they have to wait too long for business processing.

Xiao Yao believes that leaders should first send requests to the technology department and send product introductions to clients for customers to browse beforehand. Secondly, they should make event cards and put them on the publicity board within the industry so that other customers can understand while waiting. For products, the last thing should be counter marketing. Unexpectedly, the leader did not agree with Xiao Yao's suggestion. The leader believed that Xiao Yao's approach was too cumbersome and consumed materials. The leader believed that it would be better to waste time than increase costs. So the two quarreled in the office, and one can imagine that the final result was that the matter was shelved and discussed later.

In this case, the quarrel between Xiao Yao and the leader is meaningful.

The purpose of both parties is to do a good job, and it is understandable to exchange ideas with each other.

In the end, the leader agreed to Xiaoyao's measures and made suggestions for Xiaoyao's counter marketing, and the two parties "reconciled as before." Therefore, Xiao Yao's confidence was based on the company's marketing purpose as the primary consideration. Therefore, his actions did not make the leaders feel sharp. On the contrary, the leaders felt that he was a malleable talent.

2. The leadership and management skills are poor, and employees have deep resentments.

As the saying goes, "Where there is oppression, there is resistance." I used to know a sales company, which had an unwritten rule: every account manager has zero business for the day, and needs to review it within the group and proactively Self-imposed financial penalties are set at 100 yuan for the first time and increase by 100 yuan each time. This provision is not restricted by any reason.

Xiao Wang, an employee of the company, had a good business, but once a family member was sick, he took a week off to go home to take care of him. Unexpectedly, when his salary slip came out at the end of the month, he was deducted a full 1,500 performance, and he found out after asking The leader asked for a deduction. The leader believed that even if he took leave, he could still record orders online. As a telecom customer, if Xiao Wang did not place a single order during the seven-day holiday except weekends, his performance for the week should be deducted. This time Xiao Wang was completely angry. He said that he had asked for leave. Did something happen to his family to be understood?

The finance officer felt that Xiao Wang should go to his boss to discuss it, as he could not make the decision. So Xiao Wang rushed to the boss's office angrily, and his speech was no longer as good as a normal customer. The boss usually had a strong style, so it was understandable that the two started to quarrel. Many colleagues had been oppressed by this system before, so originally only Xiao Wang was "theorizing", but later it became a collective incident for the entire business department. In the end, the leader compromised under pressure and the system was slightly adjusted to a reasonable range.

Therefore, it is not easy to find a good boss. Unreasonable systems oppress employees, and deep resentment will always trigger "civil uprisings." Then the employees' confidence in quarrels at this time comes from their resentment towards the boss and their assertion of their own rights. In the words of former colleague Xiao Wang, if work is taken away, "who is afraid of whom" between him and his boss?

3. A confident “relational household”.

There is another type of person who dares to quarrel directly with the leader, which may be the company's "connected households". Let’s not talk about the ability of this kind of people. The backstage is absolutely strong. They may have the support of the company’s leadership, or there may be someone in the supervisory unit at home. They have been with the company for a certain period of time and are well versed in the company's business trajectory. Over time, such people become the company's veterans. Leaders cannot beat or scold them and may occasionally accept the malice unleashed by them for not cooperating with work. Of course, since they are related households, their direct leaders or persons in charge will generally not deliberately embarrass them, but if their rights and interests are infringed upon, they will confidently go to their leaders to lodge a complaint.

Summary:

In summary, we can see that quarrels between employees and leaders are not necessarily "challenging authority". Everything has a reason. If managers talk to employees in a condescending manner, the result will not be business growth or corporate progress. In the 21st century, where corporate management is becoming increasingly flat, only democratized management can stimulate the stable development of the organization. Good employees do not necessarily have to follow the leader's lead, but they must at least follow their love for work, respect for the leader and affirmation of the company's development.

In addition, compared to quarreling, there are softer ways to solve problems, such as communicating with the leader alone, sending emails, etc. This can avoid quarreling with the leader in public and hurting the leader’s face. After all, it is also Not all leaders don’t hold grudges. If they put you on the wrong foot in the future, it will be detrimental to your career development. Don’t quarrel unless you have to. Try to choose a peaceful way to solve the problem. Let us be business people who promote the good development of the organization in a reasonable way. And work hard! Employees who dare to get angry with their boss 3

In my opinion, there are several situations of employees who dare to get angry with their leaders.

1. The leadership is unfair. Newborn calves are not afraid of tigers. They rely on their youthful spirit to argue with reason.

2. You are strong. When you encounter unwarranted accusations from leaders, you dare to get emotional and have strength.

3. The background is hard and the leaders cannot handle it. If you dare to make trouble, you are reliable.

4. Having a bad temper, not being calm when things happen, and daring to quarrel depend on a bad temper.

Those who dare to get into trouble with their leaders are not ordinary people. So why do these people openly break up with their leaders? There are two categories: fearless and reckless.

The reason why the unwise behavior of getting into trouble with the leader occurs is because the communication between the two parties resulted in serious differences. Whether the cause is the provocation of a subordinate or the display of authority by a leader, the ability to become emotional generally depends on the courage of the subordinate. Most people will not take the initiative to challenge their leaders, but will swallow their anger when faced with their leaders' arrogance. Those who dare to openly compete with their leaders will be different in the workplace.