How To Communicate Effectively In Workplace Problems Like Salary Increases?

The five topics can be regarded as the most difficult problem for professionals to handle, such as raising wages, changing assessment, reporting, resources and opinions.

When it comes to such problems, it is often more important than what to say.

How to communicate? Experts here give effective technical guidance for communication.

Even if you really need it and you should raise your salary, you can still easily question yourself before asking for a raise. What if the boss doesn't think it's worth the salary increase? What if the boss didn't give him a raise for a while? Or let the boss feel that you are always complaining?

A better treatment or allowance should not threaten a person's work, but only if you adopt the right method, especially when you are appreciated.

What is the key to getting what we want? The advice is to be loyal to the facts.

Greg said, "first of all, study the pay situation on the Internet, and find out how much wages the local people and their counterparts do.

Then, prepare strong evidence to show why your performance deserves a raise. "

Greg also suggests that no matter what you do, you should not say that you need to raise your salary for personal reasons (no matter how urgent it is).

He said that in order to make the company executives more receptive to your point of view, "you have to let the boss feel that this is the business decision he has made after knowing the situation, rather than charitable donations."

Communication problem two: "my performance appraisal is unfair."

Joseph Greg is a manager coach, where he is.

VitalSmarts is located in the city of Utah.

He said, if the year-end assessment does not really reflect your excellence, do not remain silent.

Even the most well meaning leaders may overlook your work results due to overwork before submitting your work report.

Or they may blame you for a certain problem, but there is a reason for this problem and the problem can be remedied.

Greg said: "the risk of silence is probably greater than that of speaking."

He pointed out that if the results in the personnel files are generally (or worse), it may unfairly hinder you from getting better opportunities in the future work.

Therefore, "you need to explain calmly", which evaluation or criticism do you think is unfair?

At the same time, you have to ask your boss to explain in detail what kind of requirements he or she has for you.

Greg said, try to figure out how the boss defines work well, and prepare for a lot of listening and speaking.

He also recommends: "you should ask the other person to provide feedback more frequently, or even once a week.

In this way, you can make adjustments when needed, and this adjustment is much earlier than your next official assessment.

I hope you will never bump into such a boss like Bernard Madoff.

But if you find a misconduct in your company, what can you do? If you keep a tight lipped secret with your boss, it may cause you to collude with bad people. Exposing it may make others think you can't work together. This label is also terrible.

Greg said, fortunately, you can give warning without affecting your work, but you need to act like a diplomat.

Greg suggested: "first you have to explain that you are in good faith, and at the same time emphasize that you consider the best interests of the boss.

Then explain, what do you think will be the adverse effect if such behavior continues? "

After all, people know that deceiving customers, cheating investors and other dishonest behaviors can destroy a company and cause thousands of people to lose their jobs instantly.

We should remember the Enron incident.

If your boss doesn't care about your concerns ("we've been doing this"), or even discontent with you (say goodbye, then get up and leave), report the problems you find to more senior managers.

Greg said: "in this case, it is appropriate to find your boss's boss.

However, this will make you appear to be disobedient to your direct supervisor, so I suggest that you three people talk face to face.

If the problem seems to have been implicated in the top of the company, what should you do? In this case, you'd better find another job.

Communication puzzle four: "I haven't got the support I need to get the job done."

Greg believes that even if it is too hard to bear, do not rush into the boss's office.

Instead, arrange a meeting.

One thing to remember is that almost surely the boss is not going to put you in such a bad position.

Greg suggested: "start this dialogue with a query, not anger."

The boss will not ignore you.

And avoid accusations, false assertions, and no quick words.

On the contrary, he says calmly, what is the difference between the support you need and the support you get?

Greg pointed out: "explain why you are worried, and focus on your common goals.

Next, take the initiative to communicate.

Your boss may look at this problem from another perspective.

If you are open to others' opinions, they will be more receptive to your point of view.

Communication puzzle five: "your strategy is ridiculous."

Have you ever had such an idea: "if I were to be held accountable, we would make efforts in very different directions..."

Of course, the safest way is to keep this idea entirely in mind.

But Greg pointed out that if your company culture encourages consensus through debates, different opinions can be rewarded with respect.

But make sure others understand that you are doing it in good faith.

He said, "it is necessary to fully demonstrate that the different points you put forward may be useful, rather than digging the boss's corner."

Greg thinks that it is more important to say than to say.

So we need to be gentle and ask many questions.

Use facts to explain why you think a plan will not work and show your boss that your goal is to help the whole team succeed.

He points out that a different opinion on the status quo can reflect your concern.

In this way, "your openness may make the boss's attitude more open."

I hope so.