The other party explained the current work to me in a telemarketing list good manner. I listened patiently and did not interrupt. However, his presentation of his work was disorganized and disorganized, with no prioritization. When I stated that the workload in my telemarketing list hands was already heavy and I gave him more work, my attitude, tone and expression showed dissatisfaction, resistance and complaints against me. From the perspective of a leader, I felt very uncomfortable in the face of the attitude of my subordinates.
However, I restrained my emotions and asked, telemarketing list "Do you think that the problem you are encountering at the moment is the telemarketing list unreasonable job that was assigned to you, not your own problem?" It can be said that this is not a good feedback. When the other party is already dissatisfied, I undoubtedly have a question that stimulates him. His answer was: "Yes, telemarketing list I think your current work arrangement is unreasonable, and you can't finish it at all!" After hearing this answer, I got a little angry, and said, "This is the reason why the ** always arranged a mission for you before.
And you didn't do it well, which made telemarketing list him extremely dissatisfied!" The atmosphere of crisis dialogue has escalated again. At this time, the other party has entered a state of violent dialogue, and his face is red, "I already have a lot of work in my telemarketing list hands at that time, and I don't have the energy and time to do extra. Besides, I know that ** always looks down on me, and it's a big deal to open me up. Remove!"