A netizen said that he resigned because he replied a "good" in the group, which caused a lot of discussion on Weibo.
This netizen was busy that day, and was replying to messages from three or four people at the same time. When the leader sent a message in the group, he hurriedly replied "yes" and went to work on other things.
As a result, the leader was a netizen in the group, and said that replying "good" is very emotionally indefinite, and it is usually the elders or leaders who reply like this. Immediately, this netizen proposed to resign.
Onlookers expressed their opinions, some thought that the boss had a glass heart, and some thought that if they added an extra "yes" when replying, this would not be the case.
In the workplace, responding to the leader's message is also a science. Replying to messages with high emotional intelligence is a manifestation of upward management.
It is common for leaders to assign tasks in the group, and many people often reply "Okay, received" when replying to the information assigned by the leader, but sometimes there is a problem, that is, they can't confirm whether the information that the leader wants is consistent with the information they get.
The newcomer Xiao Chen received the task assigned by the leader in the group in the way of "okay, received", but there was a situation during the implementation, and he didn't know what to do, so he asked the leader again, and the delay left a bad impression.
Most of the task-based information can be replied with the universal formula: "information confirmation + clear content + completion time".
For example, if the leader says in the group that the annual meeting will be held at the end of this month and asks you to plan it, then you can reply like this: Okay, leader, then I will make a plan in the next two days and give you a plan before Thursday this week.
Such an answer increases the expectation of work, which is more reassuring and the leader will feel reliable.
When completing a job, the leader may say that it is hard, and many people will directly reply "not hard, it should be", which seems very humble, but in fact, this reply is more like a topic terminator.
The reply method of "not hard" is also easy for leaders to misunderstand that their workload is not saturated, and even directly make leaders ignore achievements.
In this case, you can reply in this way: express gratitude + self-harvest + willingness to grow.
For example, the leader said that you have contributed a lot to this project and worked hard. So, you can answer like this: thank you for your concern, I have gained a lot through this project, and thanks to your guidance, I hope to get your guidance on more projects in the future!
In this answer, the clever point is to express the willingness to grow yourself, and express that you are willing to undertake similar projects, which is more real, and the follow-up leader may directly talk to you about planned projects, etc., or arrange related work.
When the leader asks for advice, some people will directly say "It's good, no problem", which seems to be no problem, but in fact it is not the best answer.
When leaders ask for opinions, they want to brainstorm and combine everyone's ideas to optimize and form their own decisions.
Generally, according to the actual situation, you can combine the advantages of the project and the existing problems, and use such a template to answer: affirm the advantages + find the problem + analyze the problem + how to solve the problem.
For example, when the leader asks how about the annual meeting, you can answer like this: the overall response of our employees and customers at this annual meeting is relatively good. However, in the employee interaction session, the employees are still unsatisfied, and in the next annual meeting, we strive to add some new ways to the interactive session to further enhance the atmosphere.
In this way, there are not only advantages, but also problem analysis and further measures, and the leaders must be full of praise after listening to it. The key is that such a reply leader can be used immediately as a basis for his own upward analysis and reporting.
When a leader criticizes a job, many people in the workplace are overwhelmed, especially if they are new to the workplace.
First of all, since there is a problem, we must be brave and take responsibility, and come up with our own solutions, such as using this idea to reply: admit mistakes + express guilt + cause analysis + remedial measures.
When the leader holds a leader accountable for a project plan that is not doing well, you can reply like this: Leader, I'm sorry, I am very sorry that I did not consider the project plan this time. After realizing this problem, I changed the design of *** item and sent it to you right away. Later, in response to this problem, I will strengthen my understanding of *** aspects to avoid oversights again.
When encountering a situation where leaders are held accountable, don't rush to explain first, the key is how to remedy and solve it. Therefore, such an answer not only expresses his apology for his mistakes, but also gives his own adjustment plan, and also mentions future corrective measures, which is relatively perfect.
Replying to the leader's message is actually a process of upward communication. We must pay attention to methods and skills, be a person with high emotional intelligence, and climb in the workplace!
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