How to resolve the contradiction with the boss

In the http://www.aliyun.com/zixun/aggregation/6918.html "> work, there will inevitably be some unhappy things between the superior and subordinate, resulting in some friction and collision, resulting in conflict." At this time, as a subordinate need to dispose properly, otherwise it will aggravate the misunderstanding, and even lead to a complete rupture of the relationship between the two sides. So what happens when you have a conflict with your boss? As the saying goes: "Friends should not knot", generally speaking, to ease the atmosphere, dredge relations, actively dissolve, is the correct way of thinking. The specific words are mainly the following ways and means:

1, blame, self-criticism

Psychological quality to be very strong, the attitude should be sincere, if the responsibility on their own side, it should be to find the boss to admit mistakes, to apologize, Find forgiveness. If the important responsibility is on the boss side, as long as it is not a matter of principle, should be flexible to deal with, because the purpose of reconciliation, subordinates can be active and flexible, the responsibility of the conflict from the body, to the boss a step under. People are meat long, so people change hearts, half Jin for 82, very easy to move the boss, thus swords .

2, lose the illusion, active oftentimes

Many people have this experience, that is, when the quarrel with each other, sometimes who saw who did not speak first, actually both sides are expecting each other to speak first words. Therefore, as a subordinate to meet the boss especially after the estrangement, it should be timely active oftentimes say hello, to eliminate the shadow caused by conflict, so that the boss or the public leave a kind of forget, magnanimous work of the impression. Don't get lucky, meet hold a Shang not oftentimes ignore, head and over, long-term will be old knot not solve and knot new knots, contradictions like a snowball rolling bigger, bound to form greater estrangement, so want to make up and late, difficulties will be even greater.

3, not with the controversy, cooling treatment

When a subordinate has a conflict with one of his superiors, as subordinates do not care, do not dispute, not spread, but put the matter aside, buried in the bottom of my heart, in the work, as always, the report still report the instructions still, like nothing happened as people to pick up the house. This does not uncover old scars, nightmares do not repeat, with align, years pass, will gradually dilute, forget the previous unhappiness, conflict caused by the side effects will naturally disappear.

4, please good offices, from which to dissolve

It is an effective strategy to find some influential "Messengers of Peace" in front of their superiors, to take their apologies and to do some mediation work. In particular, the parties themselves due to the people can not say, inconvenient to say some of the language, through the mouth of the mediator, said, the effect is very obvious. The mediator's mediation is tantamount to a bridge of communication between the superior and the subordinate. However, the mediator in general can only play a role in the go-between, to repair, the decisive role is to rely on the parties themselves to further resolve.

5. Avoid embarrassment, telephone communication

Calling to explain can avoid the embarrassment and awkwardness of face-to-face conversation, this is the advantage of the telephone, the phone should pay attention to the language should be kind and natural, whether it is due to their reckless collision, or because the boss bad mood caused by conflict, whether it is the boss's snub caused by the "war", Or because of their own poor thinking caused by the gap, can use this modern tool to explain, or change the form of the use of letters to talk, the words open, seek understanding, form a consensus, which for the resumption of relations to create a preliminary good beginning, Paved the way for the next good interview. It needs to be explained that this method should be used for human use, not abuse, if the boss usually hate this way of expression should be disabled.

6. Grasp the heat and look for opportunities

is to choose a good time, grasp the heat, actively to resolve contradictions. For example: When the boss encountered a good event to be commended or promoted, as subordinates should be in time to congratulate congratulated, when the boss emotional high, cheerful spirit, timely access, the boss will naturally not refuse, but will think that it is the same with the performance of their work and personality of respect, And of course I'm willing to accept congratulations.

7. Generosity, moderate tolerance

When you have a conflict with your boss, use this method to grasp the discretion, to be principled, generally speaking, in many cases, whether to endure, reflects a person's mind and insight. However, if blindly avoid contradictions, to take compromise and tolerance, injustice, is a more negative and suppress their own slave line in order to , but also in the public's own personality and image will be subject to varying degrees of damage, the right way is a reality, belly to big, Prime Minister Belly can punt, do not xiaodujichang, preoccupied, since the person under the eaves, should be tucked up the tail of a man, may wish to temporarily wronged himself, moderate to adopt a tolerant attitude, Not only can avoid the confrontation, but also save the face of both sides and the dignity of the person.

To sum up, is to stand in the perspective of subordinates, the lamp does not pull out, the reason does not argue unclear, we say back, if subordinates happen to encounter is a bit unreasonable. narrow-minded. Overbearing boss, the leader of the Shun Chang, the subordinates of the confrontation as treason, must want to put it to death, In such a high-pressure environment under such a subordinate, there is no worthy of remembrance, do not need to hold any hope, at this time, should be decisive, not hesitate to "36 meters to go", "good birds pastures", change the working environment, and then map development.