Easy Grabber Driver Xp Update

12. Que tu forma de reclamar, ¡impacte a tus subalternos!.

A theoretical ABC, and if you want logical, in the performance of the authority that emanates from a supervisor or a foreman. Refers to the time and terms appropriate for LLE var out a claim to his subordinates, who "has to do with taking apart a subordinate to an office designated for such jobs and expose the claim with the idea to clarify whether it was a misunderstanding or a real error and see its possible causes, "and say amen, experts in Personal Development, if that is the procedure followed. Some Heads are highlighted and are respected by the art of making a claim. Other heads have not been trained or do not have enough experience, and not leave a good impression after making the claim. Both sets of heads, impact!, but with different effects in both cases. Quiet, quiet!, this has a solution, and we will see in the following lines.
First there is the necessary dimension, which subordinates claims are a natural part of the exercise of command of a Chief or Caporal. If you like, are sometimes even necessary to achieve improving the production or administrative process. One that works, it has to do with the low or high frequency with which they do, but with the impact that claim. And not all heads have been trained or have had academic reading, about the psychology of the claim. Of course, years of experience add up tips to the manager about how to develop the exercise of claim to his subordinates.
I collected several anecdotes that I can be very instructive. And in an effort summary of the details, trying to present what is necessary without aberrations leading to relevant morals, I expose with the intention of not lecturing, but to promote simple reflections to the custom of those who see it more convenient. Obviously, for any investigation of any student at any university, this post can provide extremely valuable. 1_Cierta
time I heard of a case of a night worker who comes to relieve him, his own head, and glaring error in routine departmental procedures. Immediately, the head begins to formulate a claim for that reason, and the night he said: "This is not the best time for that claim, because I'm not in top physical condition for the workload of the guard that I finished, therefore, that we talk then, and if so, we seek the solution. "
There is the case, which is exposed to an underling who without respect to its head missing, enforces its dignity, object that is counter-claim by virtue of their obvious physical decline, as during the hours of Trasnocho , it may have been asleep and has made a mistake. He lets on, that a requirement to observe the moment of managing a claim, is that the junior meet top physical condition, allowing his lucidity not only to understand and accept the claim, but for the clear explanation of the reasons that gave rise error. That is, the variable "time" can be perfectly described with the necessary physical conditions employee. Even emotional conditions, because it is known that the employee is experiencing a critical situation, say a divorce is presumed that some measure should affect the concentration of the employee.

The above example also sheds light on the assertiveness of the Chief to accept the approach of postponing his deputy on the claim. Is the required "open mind" to be maintained Chief to suggestions of his subordinates, of the kind they are. 2_Una
manager had the habit of calling the attention of his personal guards, a procedure very inconsiderate. The relief to get all whipped by the strong sun, prevented him from taking guard, and ordered him to go through the Management, where he received objections to errors in their work. Sometimes that claim was accompanied by a warning. There is no doubt, already receiving duty, courage no longer carries the most emotional enthusiasm motivating conditions.
In that story, plus it does not take into account the mood of the employee who is affected by heat, and perhaps by the stress of traffic, ignores the fact that the personnel working with the public should call the focus on moments that have no impact on your mood agradabe for good service. It is very likely to leave the office, and taunting the lack of consideration of the Chief, have to immediately focus his mind in the care of a client, and may not do the same usual humor.

is that this situation, we can also express figuratively the severance of one of the links in the chain of service, because one of its traders was emotionally discouraged or disabled (depending on severity and nature of the claim.) If the complaint can be postponed to after the call, or any other suitable time, the result will be more satisfactory.
The staff that works directly with the customer care should preservársele harmonious environment that impacts his mind with excitement and joy on his face radiant. And negative claims and inconsiderate, they will not result in a happy face. This very particular point, demonstrates the role of psychology at the time of a claim, because emotions are not to be manipulated by clicking cravings.
3_En an opportunity, a new Head of Department received a sabalterno. The telephone rang several times, and the head was broken in the reports it received since the centralist, was not at his post. Which led to an angry complaint, even in front of customers who were present.
This story exposes a crucial point: the head must be characterized by the rest of the staff for their moderation and balance. When these conditions are absent, is notorious for the rest of the employees and the general public, if present at the time. Undoubtedly the chief reason was the lack of centralized, whose failure also causes a turning point in other administrative proceedings, but the ABC's call-out to a specified site and set forth the claim.

Being right and claim to intemperance, do not go hand in hand, or point to the common goal of mutual understanding. 4_A
lunch, the manager of the company went into the kitchen staff to make claims for a procedure of signatures gathered to demand a job benefit, with which she disagreed. Ignoring inappropriate and unhealthy claim proceeded to draw your attention with annoying terms.
Incredibly, this failure also constitutes a reckless lack of basic education and elementary, is very repetitive in several companies. The lack of tact Chief lunchtime disrespect to clarify errors, it reveals an arrogance and self-centered personality, which are bad signs for a person under his control powers fall. Because in doing so, not thinking about the rights of others to respect for his lunch break, but thinks that her inauguration excuse your lack of education that is displayed with this behavior.

only 4 were exposed tips, but obviously many more cases that fit the instantiation of this post. However, the idea is not to overburden the length of the text. So I hope that in the lines above have been embodied reflections that enhance employer-employee relations in what relates to claims management, and to keep everyone "happy work." Is that when properly implemented this feature, thank not only the employees but customers, because they will always find a staff of customer service with a smiling charismatic humor.
That way you claim, impact, should not only be understood in that creates an impression positive human relationships with your staff, which demonstrate your empathy, because it also refers to the impacts in terms of impact, ie, that lead to the improvement of the affected process, and not worsen.

It is true that "all problems have a solution, but be careful that the solution does not become another problem, because the dispute settlement mechanism applied.