1, collect information and understand the background in advance.
Under normal circumstances, this work needs to be done by yourself, and it is not recommended to communicate with superiors. After all, the superior is also very busy, and it is very complicated to face such a situation every day. Repeatedly saying a question may intensify contradictions. So you must do this homework by yourself.
2. What is the nature of the problem?
You can use any method of WHO here. The key is to understand the nature of the problem. If the essence is covered by performance or you can't find the essence yourself, it may not be a problem. Of course, you can give this question to other colleagues and listen to others' thoughts. Then communicate.
3. Express clearly
This is the key to exercise your speaking ability and reaction ability. If you are lacking in this respect, you can try to express it in short sentences.
4. Think about the nature of the problem
Mainly consider the internal relations, logical relations and mutual influence of related issues from three angles: multi-layer or multi-angle, or empathy, so as to make your thinking and conclusion more comprehensive.
5, the future impact.
This is a forward-looking thinking about the future.
Second, how to become a highly valued employee:
1. Report: Good employees talk about the results, but poor employees talk about the process. Leaders are usually very busy. He doesn't need to know many details. What he needs is a concise result and some valuable information.
2. Ask for instructions: good employees say plans, but poor employees have no ideas. Please provide a solution when asking for instructions. The core of leadership lies in decision-making and guidance, and there is no clue to ask for instructions from leaders. what should he do ？ So what do you want?
3. Summarize the work: good employees talk about the process, and poor employees blow the results. Summing up the work is not for you to praise your achievements, but for you to make clear the details of each process, find out the advantages and disadvantages and improvements, and serve as references and tips for the next step.
4. Arrangement: Good employees talk about standards and poor employees talk about feelings. Without standards, work has no direction. Therefore, when arranging the work, the most important thing is to make clear the assessment criteria, and to what extent and level can we achieve the expectations. Only by defining the assessment criteria of each link can the final result reach the expectation.
5. Caring for subordinates: Good employees ask process questions, and poor employees ask private affairs. When you care about your subordinates, ask them about the whole process and see what the problem is. He still has some shortcomings, so help him make progress. This is the most important thing a leader should do. Don't be short of parents, be compassionate and ask some questions that he shouldn't ask.
6. Handover: Good employees are ethical, while poor employees are more obstacles. Some people like to set obstacles for the handover, which eventually leads to difficulties in handover and seems to express their grievances. In fact, this is very unprofessional and unnecessary. You're leaving anyway. Why not take the last shift and make a good impression on others? This is a test of character, so we must pay attention to it.
7. Recall work: Good employees talk about feelings, while poor employees complain. Good employees will remember their feelings in those jobs, such as where they have grown and improved, who helped themselves, where they did not do well, and where they will do better in the future. And bad employees will complain everywhere that others have made mistakes here, where there are problems, what troubles they have brought to themselves, and what things have not been done well. People who think like this, if they don't do a good job, will also be a curse in the team.