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  • 保安领导最不应该说的十句话
  • 本站编辑:浙江振杰保安服务有限公司发布日期:2019-07-11 15:51 浏览次数:

1、“不关我事”

1. "It's none of my business"

身为保安领导,只要是公司的事情,事无巨细,都有一份责任。即使是完全在职责之外,态度和蔼地给予一些指引,也能表现出自己的成熟大度和礼节。工作当中很多时候都是说者无心,听者有意,对下属说一句这样的话语很容易将自

1、“不关我事”

1. "It's none of my business"

身为保安领导,只要是公司的事情,事无巨细,都有一份责任。即使是完全在职责之外,态度和蔼地给予一些指引,也能表现出自己的成熟大度和礼节。工作当中很多时候都是说者无心,听者有意,对下属说一句这样的话语很容易将自己的形象彻底颠覆,对同事说一句这样的话语会激发矛盾产生误解,对上司说一句这样的话语可能意味着你该调整岗位了。

As a security leader, as long as it is a company's business, there is no big detail, there is a responsibility. Even when it's entirely outside of duty, a gentle attitude can show maturity and courtesy. Many times in the work, the speaker is unintentional, the listener intentionally, to say such a word to subordinates is easy to completely subvert their image, to say such a word to colleagues will trigger contradictions and misunderstanding, to say such a word to the boss may mean that you should adjust your position.

2、“为什么你们……”

2. "Why are you..."

在责问别人时,想一想自己有没有什么过失,尽了多少力多少心。有时,宽容地对待别人的错误,会使人更加振作,更加进步。用一连串的“为什么”去发难于人,得到的也可能是一连串的“为什么”的答案。反过来问:为什么我没有配合好你们?你们有什么地方需要我?也许事情会解决得更快一些的。

When blaming others, think about your own mistakes and how much effort and effort you have made. Sometimes, treating others'mistakes with tolerance will make people more energetic and progressive. If we use a series of "why" to make people difficult, we may get a series of "why" answers. Conversely, ask: Why did I not cooperate with you? What do you need me? Maybe things will be solved faster.

“上面怎样骂我,我就怎样骂你们”

"I will scold you as much as I scold you on it."

3、作为管理者,起的是一个上传下达的桥梁的作用,但绝不是一个简单的传递。对上,要忠诚尽责,完成任务;对下,要想方设法,给予激励帮助支持。敢于承受来自上面的压力,担负起责任,敢于缓和下级的紧张,创造和谐的工作环境,才是一个管理者最应该做的事情。

3. As a manager, it plays the role of a bridge to upload and transmit, but it is by no means a simple transmission. On the top, we should be loyal and responsible to complete the task; on the bottom, we should try our best to give incentives, help and support. Dare to bear the pressure from above, take responsibility, dare to ease the tension of lower levels, create a harmonious working environment, is the most important thing a manager should do.

4、“我也没办法”

4. "I can't help it."

管理者的能力,从某种方面来说,是用解决问题的能力来衡量的。只会强调客观原因,不会积极的心态去调动一切可用的资源,显露出来的肯定是无可奈何和对上级以及下属的打击。要相信办法总是比困难多,相信集体的智慧是可以攻克一切堡垒的。

Manager's ability, in a way, is measured by the ability to solve problems. It will only emphasize objective reasons and will not actively mobilize all available resources, which will surely reveal helplessness and attack on superiors and subordinates. It is always more difficult to believe in ways than in difficulties. It is believed that collective wisdom can conquer all fortresses.

5、“我说不行就不行”

5. "I can't say no."

以自我为中心的话语,与事实没有合理性的解释,很难服人的。凡事不能以事实为依据,不能本着商讨的态度来解决,可能会使事态更进一步的恶化。其实即使是错的意见,听听也无妨,应该是本着有则改之,无则加勉的心态来对待自己和别人。片面的做出判断,有时就是一种武断,说不行就不行,一定要有科学的分析和依据,这样才能降低判断结果错误的风险,保证判断的正确性。

It is difficult to convince people that self-centered words and facts have no reasonable explanation. Everything can not be based on facts, can not be solved in a consultative manner, may further deteriorate the situation. In fact, even if it's wrong, it's okay to listen to it. We should treat ourselves and others with a mentality of "yes or no" and "no encouragement". One-sided judgment is sometimes arbitrary. It is impossible to say no. We must have scientific analysis and basis. Only in this way can we reduce the risk of wrong judgment results and ensure the correctness of judgment.

6、“你说怎样就怎样”

6. "Whatever you say."

听起来象是气话,又象是不负责任的话。在产生一些争议时,当一些意见没有被采纳时,这样的话脱口而出,听者会认为,你的见解毫无是处,本来还有可接受的地方,会变得全盘否认,而且从此将可能不再向你征询看法和想法了。保持冷静的头脑和清晰的思维,说出所有的思想,提供参考,并不因没有被使用而太过激动,是一个管理者良好的品质和性格。

It sounds like angry words and irresponsible words. In the event of some controversy, when some opinions are not accepted, the listener blurts out that your opinions are useless, that there is something acceptable, that they will be totally denied, and that they will probably no longer ask for opinions and ideas from now on. Keep a cool mind and clear thinking, say all the ideas, provide reference, not too excited because they are not used, is a good quality and character of a manager.

7、“我随时可以怎样”

7. "What can I do anytime?"

强权气势的话语,让人听到了就有一种很不舒服的感觉,换句话来说,你以为你是谁?你想怎样就怎样,你到底有多大的能耐?以势压人,只会贬损个人的形象,在大家心中埋下抱怨的种子,这种抱怨,一旦暴发,其弹力之大,是无可想象的。所以保持平意近人,多些尊重他人,是自己尊严的体现。

In other words, who do you think you are? How much do you want to do? How much ability do you have? Pressing people with power will only degrade their image and bury the seeds of complaint in everyone's hearts. Such complaint, once it breaks out, will have great elasticity. It's unimaginable. Therefore, it is a reflection of one's own dignity to keep approaching people and respect others more.

8、“你真的很笨”

8. "You're really stupid."

奚落、讽刺、挖苦员工的话语是在伤害员工自尊及感情,“哀莫大于心死”,表面上员工是在听你的,按你说的去做,但实际上员工只是在敷衍了事,因为他根本体会不到工作的乐趣,工作质量肯定不高。同时,因为奚落、讽刺、挖苦更多的是伤害员工的心灵,长期以往,员工的自尊被摧毁,自信被打击,智慧被扼杀,工作可能干得更不好,最后抱着“死猪不怕开水烫”的态度,对员工、对管理者、对企业的都是不利的。

The words of ridicule, irony and sarcasm are hurting the self-esteem and feelings of employees, "sorrow is no greater than death". On the surface, employees are listening to you and doing what you say, but in fact, employees are just perfunctory, because they simply do not realize the joy of work, and the quality of work is certainly not high. At the same time, because ridicule, irony and sarcasm are more harmful to the hearts of employees, in the long run, the self-esteem of employees has been destroyed, self-confidence has been attacked, wisdom has been strangled, and work may be worse. Finally, holding the attitude of "dead pigs are not afraid of boiling water", it is unfavorable to employees, managers and enterprises.

9、“不行啦,我能力有限,谁行谁来做”

9. "No, I have limited abilities. Who can do it and who can do it?"

如果是真正认识到自己的能力有限,能够迎头赶上,自我充电,或许可说是一种有自知之明而且有上进心的表现,也算是一大幸事。但如果是用这句话来抵触工作,来嘲笑挖苦他人,来掩饰自己内心的慌张,全无挑战工作的意识,则可以说,说这句话的管理者无形中已散失了一个管理人最基本的素养,他已不配再做管理者了。

If you really realize that your ability is limited, and you can catch up and recharge yourself, it may be said that it is a self-aware and motivated performance, but also a great fortune. But if we use this phrase to contradict work, to laugh at others, to cover up our own inner panic, no sense of challenging work, we can say that the manager who said this phrase has virtually lost the most basic qualities of a manager, he is no longer qualified to be a manager.

10、“都很好”、“蛮不错”:泛泛的表扬

10. "All very well" and "Very good": Extensive praise

,既缺乏诚意又不能振奋整体、激励个体,因为人皆不喜欢廉价的、言不由衷的恭维,因此表扬的言语策略应该是及时、有代表性、有充实具体的内容,能够体现被表扬者风貌的语言。不实的表扬表现在用夸大的言辞去称赞不足为奇的小事,有用心炮制的嫌疑,该类表扬其危害在于只令被表扬者高兴,而令所有其他人反感。极力吹捧的行为,其结果往往导致民心的背离,因此人才管理中,及时且适度的赞美言辞是领导者必须掌握的一门学问。

It lacks sincerity and can't inspire the whole and the individual. Because everyone doesn't like cheap and insincere compliments, the speech strategy of praise should be timely, representative and concrete, which can reflect the style of the praised person. False praise is manifested in the use of exaggerated words to praise trifles that are not surprising, suspicions made with intent. The harm of such praise lies in making the praised person happy only, but all other people disgusted. Acts of vigorous praise often lead to deviations from people's hearts. Therefore, timely and appropriate praise words are a knowledge that leaders must master in talent management.

己的形象彻底颠覆,对同事说一句这样的话语会激发矛盾产生误解,对上司说一句这样的话语可能意味着你该调整岗位了。

As a manager, as long as it is a company's business, there is no big detail, there is a responsibility. Even when it's entirely outside of duty, a gentle attitude can show maturity and courtesy. Many times in the work, the speaker is unintentional, the listener intentionally, to say such a word to subordinates is easy to completely subvert their image, to say such a word to colleagues will trigger contradictions and misunderstanding, to say such a word to the boss may mean that you should adjust your position.

2、“为什么你们……”

2. "Why are you..."

在责问别人时,想一想自己有没有什么过失,尽了多少力多少心。有时,宽容地对待别人的错误,会使人更加振作,更加进步。用一连串的“为什么”去发难于人,得到的也可能是一连串的“为什么”的答案。反过来问:为什么我没有配合好你们?你们有什么地方需要我?也许事情会解决得更快一些的。

When blaming others, think about your own mistakes and how much effort and effort you have made. Sometimes, treating others'mistakes with tolerance will make people more energetic and progressive. If we use a series of "why" to make people difficult, we may get a series of "why" answers. Conversely, ask: Why did I not cooperate with you? What do you need me? Maybe things will be solved faster.

“上面怎样骂我,我就怎样骂你们”

"I will scold you as much as I scold you on it."

3、作为管理者,起的是一个上传下达的桥梁的作用,但绝不是一个简单的传递。对上,要忠诚尽责,完成任务;对下,要想方设法,给予激励帮助支持。敢于承受来自上面的压力,担负起责任,敢于缓和下级的紧张,创造和谐的工作环境,才是一个管理者最应该做的事情。

3. As a manager, it plays the role of a bridge to upload and transmit, but it is by no means a simple transmission. On the top, we should be loyal and responsible to complete the task; on the bottom, we should try our best to give incentives, help and support. Dare to bear the pressure from above, take responsibility, dare to ease the tension of lower levels, create a harmonious working environment, is the most important thing a manager should do.

4、“我也没办法”

4. "I can't help it."

:管理者的能力,从某种方面来说,是用解决问题的能力来衡量的。只会强调客观原因,不会积极的心态去调动一切可用的资源,显露出来的肯定是无可奈何和对上级以及下属的打击。要相信办法总是比困难多,相信集体的智慧是可以攻克一切堡垒的。

Manager's ability, in a way, is measured by the ability to solve problems. It will only emphasize objective reasons and will not actively mobilize all available resources, which will surely reveal helplessness and attack on superiors and subordinates. It is always more difficult to believe in ways than in difficulties. It is believed that collective wisdom can conquer all fortresses.

5、“我说不行就不行”

5. "I can't say no."

以自我为中心的话语,与事实没有合理性的解释,很难服人的。凡事不能以事实为依据,不能本着商讨的态度来解决,可能会使事态更进一步的恶化。其实即使是错的意见,听听也无妨,应该是本着有则改之,无则加勉的心态来对待自己和别人。片面的做出判断,有时就是一种武断,说不行就不行,一定要有科学的分析和依据,这样才能降低判断结果错误的风险,保证判断的正确性。

It is difficult to convince people that self-centered words and facts have no reasonable explanation. Everything can not be based on facts, can not be solved in a consultative manner, may further deteriorate the situation. In fact, even if it's wrong, it's okay to listen to it. We should treat ourselves and others with a mentality of "yes or no" and "no encouragement". One-sided judgment is sometimes arbitrary. It is impossible to say no. We must have scientific analysis and basis. Only in this way can we reduce the risk of wrong judgment results and ensure the correctness of judgment.

6、“你说怎样就怎样”

6. "Whatever you say."

听起来象是气话,又象是不负责任的话。在产生一些争议时,当一些意见没有被采纳时,这样的话脱口而出,听者会认为,你的见解毫无是处,本来还有可接受的地方,会变得全盘否认,而且从此将可能不再向你征询看法和想法了。保持冷静的头脑和清晰的思维,说出所有的思想,提供参考,并不因没有被使用而太过激动,是一个管理者良好的品质和性格。

It sounds like angry words and irresponsible words. In the event of some controversy, when some opinions are not accepted, the listener blurts out that your opinions are useless, that there is something acceptable, that they will be totally denied, and that they will probably no longer ask for opinions and ideas from now on. Keep a cool mind and clear thinking, say all the ideas, provide reference, not too excited because they are not used, is a good quality and character of a manager.

7、“我随时可以怎样”

7. "What can I do anytime?"

强权气势的话语,让人听到了就有一种很不舒服的感觉,换句话来说,你以为你是谁?你想怎样就怎样,你到底有多大的能耐?以势压人,只会贬损个人的形象,在大家心中埋下抱怨的种子,这种抱怨,一旦暴发,其弹力之大,是无可想象的。所以保持平意近人,多些尊重他人,是自己尊严的体现。

In other words, who do you think you are? How much do you want to do? How much ability do you have? Pressing people with power will only degrade their image and bury the seeds of complaint in everyone's hearts. Such complaint, once it breaks out, will have great elasticity. It's unimaginable. Therefore, it is a reflection of one's own dignity to keep approaching people and respect others more.

8、“你真的很笨”

8. "You're really stupid."

奚落、讽刺、挖苦员工的话语是在伤害员工自尊及感情,“哀莫大于心死”,表面上员工是在听你的,按你说的去做,但实际上员工只是在敷衍了事,因为他根本体会不到工作的乐趣,工作质量肯定不高。同时,因为奚落、讽刺、挖苦更多的是伤害员工的心灵,长期以往,员工的自尊被摧毁,自信被打击,智慧被扼杀,工作可能干得更不好,最后抱着“死猪不怕开水烫”的态度,对员工、对管理者、对企业的都是不利的。

The words of ridicule, irony and sarcasm are hurting the self-esteem and feelings of employees, "sorrow is no greater than death". On the surface, employees are listening to you and doing what you say, but in fact, employees are just perfunctory, because they simply do not realize the joy of work, and the quality of work is certainly not high. At the same time, because ridicule, irony and sarcasm are more harmful to the hearts of employees, in the long run, the self-esteem of employees has been destroyed, self-confidence has been attacked, wisdom has been strangled, and work may be worse. Finally, holding the attitude of "dead pigs are not afraid of boiling water", it is unfavorable to employees, managers and enterprises.

9、“不行啦,我能力有限,谁行谁来做”

9. "No, I have limited abilities. Who can do it and who can do it?"

如果是真正认识到自己的能力有限,能够迎头赶上,自我充电,或许可说是一种有自知之明而且有上进心的表现,也算是一大幸事。但如果是用这句话来抵触工作,来嘲笑挖苦他人,来掩饰自己内心的慌张,全无挑战工作的意识,则可以说,说这句话的管理者无形中已散失了一个管理人最基本的素养,他已不配再做管理者了。

If you really realize that your ability is limited, and you can catch up and recharge yourself, it may be said that it is a self-aware and motivated performance, but also a great fortune. But if we use this phrase to contradict work, to laugh at others, to cover up our own inner panic, no sense of challenging work, we can say that the manager who said this phrase has virtually lost the most basic qualities of a manager, he is no longer qualified to be a manager.

10、“都很好”、“蛮不错”:泛泛的表扬

10. "All very well" and "Very good": Extensive praise

,既缺乏诚意又不能振奋整体、激励个体,因为人皆不喜欢廉价的、言不由衷的恭维,因此表扬的言语策略应该是及时、有代表性、有充实具体的内容,能够体现被表扬者风貌的语言。不实的表扬表现在用夸大的言辞去称赞不足为奇的小事,有用心炮制的嫌疑,该类表扬其危害在于只令被表扬者高兴,而令所有其他人反感。极力吹捧的行为,其结果往往导致民心的背离,因此人才管理中,及时且适度的赞美言辞是领导者必须掌握的一门学问。

It lacks sincerity and can't inspire the whole and the individual. Because everyone doesn't like cheap and insincere compliments, the speech strategy of praise should be timely, representative and concrete, which can reflect the style of the praised person. False praise is manifested in the use of exaggerated words to praise trifles that are not surprising, suspicions made with intent. The harm of such praise lies in making the praised person happy only, but all other people disgusted. Acts of vigorous praise often lead to deviations from people's hearts. Therefore, timely and appropriate praise words are a knowledge that leaders must master in talent management.