如果你的員工惹惱了別人，請委婉地指出來

如果你的員工惹惱了同事，不要讓這種行為惡化。從明確你的意圖開始，比如說，“我一直在尋找幫助你成長的方法，我有一些想法。什麼時候談話合適？“

在討論中，把重點放在事實上。員工到底在做什麼，以及他們如何阻礙他們的成功？

例如，如果你的員工經常打斷別人的話，你可能會說：“在上星期二的會議上，你中斷了三個人的談話。”然後說這個影響：“我聽不到他們要說什麼，這對我來說很重要，因為每個人都需要被聽到。”

不要暗示的之處這樣的行為是惡意的，甚至是故意的。你的員工應該覺得你是幫助他成長的盟友。一旦他們意識到了這種行為，他們就可以開始改變它了。

If Your Employee Annoys People, Gently Point Out How

If your employee is irritating fellow colleagues, don’t let the behavior go. Start by making your intentions clear — say something like, “I’m always looking for ways to help you grow, and I have some thoughts. When is a good time to talk?”

During the discussion, focus on the facts. What exactly is the employee doing, and how is it getting in the way of their success?

For instance, if your employee constantly interrupts others, you might say, “In the meeting last Tuesday, you spoke over the end of three people’s sentences.” Then talk about the impact: “I couldn’t hear what they were going to say, which matters to me because everyone needs to feel heard.”

Don’t insinuate that the behavior is malicious, or even intentional. Your employee should feel that you’re an ally in helping them grow. Once they’re aware of the behavior, they can begin to change it.

在接受新項目之前，評估一下當前的項目

用新的項目挑戰自己是很重要的，但是要承擔更多的新任務可能需要你放弃其他項目。

不斷評估你當前的項目，知道你還有時間做什麼。對於每一個任務，問問自己：完成這個項目仍然有意義嗎？我是做這件事的合適人選嗎？把這個項目推遲到另一個季度現實嗎？

您還可以創建一個圖表，幫助您快速評估每個項目的位置。包括活動名稱、項目類型、所需時間、專業重要性以及從中獲得的個人滿足感等。使用這些數據來確定哪些承諾可以堅持，哪些可以放弃，這樣你就可以騰出空間接受新的挑戰。

Before Taking on New Projects, Evaluate Your Current Ones

It’s important to challenge yourself with new projects, but taking on more tasks may require you to let go of others.

Constantly evaluate your current slate of projects to know what else you have time for. For each task, ask yourself: Does completing this project still make sense? Am I the right person to work on it? Would it be more realistic to push this project out to another quarter?

You can also create a chart to help you quickly assess where each project stands. Include columns for activity name, type of project, time required, professional importance, and the personal satisfaction you get from doing it. Use this data to determine which commitments to hold onto and which to let go of, so you can make room to take on new challenges.

Of course, depending on your position, you may not be able to decide what you can stop doing. But if you’ve taken the time to step back and consider the big picture, you’ll at least have the information to discuss what’s possible with your boss and colleagues.