壓制會議中的大喇叭

有的時候，我們就是會在會議中有人聲稱他們的意見就是唯一的意見，無視于有人對他們抗議。他們這樣做，會令人惱火，而且產生破壞力。但是，你不需要屈服于他們。

當這樣的人佔據了會議的麥克風，先讓他們陳述他們的意見，然後你應該站在考慮讓會議出席人集體來做出決策。你不要為了他們的行為而動情緒。相反的，專注在會議能夠進行下去。如此，你能夠清楚明白的主持會議。

你可以複述會議程序，要求相互尊重。如果這個人繼續佔據麥克風，你可以說：“我們已經聽到你的意見了。現在，應該讓別人說話了。”如果他說，他有不在會議中的其他人的支持。（通常這是一種策略。）不要接受。表示必須由在這個會議室中的人做出決議。

Suppress the loudspeakers in the meeting

Sometimes, we are in the meeting people claim their opinions is the only advice to ignore someone on their protest. They do, will be annoying and destructive. However, you do not need to submit to them.

When such people occupy the meeting microphone, let them present their opinions, then you should consider standing in the meeting of the collective to make decisions. You don't have to be emotional about their behavior. Instead, focus on the meeting that can go on. So, you can clearly chair the meeting.

You can repeat the meeting procedures, requirements of mutual respect. If this person continue to occupy the microphone, you can say: “we have heard your opinion. Now, should let others speak.” If he says, he has support of others who are not in the meeting. This is a usual strategy. Don't take it. Indicating decisions must be made by people in the meeting.

用愉悅的音樂提高員工生產力

在商店裡播放音樂可以讓消費者心情愉快，提高購買機率。但是在辦公室的員工呢？

在工作場所播放愉快的音樂，也是可以提高員工的生產力。

但是，音樂的形態會產生不同的行為。如果播放有韻律與溫暖氛圍的音樂，是有幫助的。但是節奏紛亂、尖叫狂吼的歌曲，則會讓人不安、心情紊亂。

建議你在工作場所播放愉悅的音樂，例如輕音樂，來提高員工生產力。

Improving employee productivity with pleasant music

Playing music in a store can make consumers happy and increase their chances of buying. But what about employees in the office?

Playing pleasant music in the workplace can also increase productivity.

However, the form of music can produce different behaviors. It helps if you play music that is rhythmic and warm. But the rhythm of the songs, screaming and roaring, will make people uneasy, mood disorders.

It is recommended that you play pleasant music, such as light music, in the workplace to increase productivity.

讓你對員工的回饋正常化

任何人在接到別人對他提出意見時，多半不會感到舒服。然而，你不需要以輕描淡寫的說來刻意討好他，或是讓他感覺不是太嚴重。你只需要正確指出發生了什麼事情。

如果你看到某人做的事還有改善的空間，立刻說出來，不要等到開會時才提出來，在當下就說出你的意見，不要拖到事情發生了許多才和他討論。

然而，在你指出問題與提出意見后，你還是必須以尊重他，幫助他改善來修補你們的關係。而且，千萬不能以言語或以眼神來侮辱他。

要知道他是否會因而對你心懷怨恨、抵制你的最佳方式是觀察他的工作動機。如果他知道你願意幫助他，並且會讓他繼續負責，他就不太可能會對你憤慨。

To normalize your feedback to your employee

Anyone who receives advice from others will probably not feel comfortable. However, you don't need to flatter him or make him feel less serious. . You just need to point out exactly what’s going on.

If you see what someone is doing and there is room for improvement, say it right away. Don't wait until the meeting is up. Say your opinion at the moment, and don't wait until a lot of things have happened to discuss with them.

However, after you point out the problem and offer advice, you still have to repair your relationship by respecting him and helping him improve. And don't insult him with words or eyes.

The best way to know if he will feel resentful of you and resist you is to observe his motivation. If he knew you were willing to help him and would keep him accountable, he would be less likely to resent you.