The Manager calls you alone and asks you to evaluate your colleagues. What will you do in this situation?

At the workplace, have you ever encountered this situation?

Some people think that it is a valuation from the Manager. And that he wants to make his perception to be sure by a trustworthy employee. And also peoples thinks that it is an examination from the Manager that he wants to see whether you are willing to tell the truth. Or On the other hand, he wants to make sure that you are not trying to hide things from the manager to save your coworker.

Does the Manager value you or tempt you?

If you encounter this situation, what will you do? Will you answer truthfully? Or will you try to save your Coworker? And What should I do if my colleagues hate me for answering truthfully?

Here to tell everyone that: The workplace is not a heaven, and the inquiries from the Managers are not baseless.

• First of all, you need to know what the Manager’s intention is to ask you.
• Second, we must learn to judge what the Manager wants to examine.
• Finally, make an effective response on the spot.

Well, before answering the questions, let us first understand the true intentions of the Managers.

1. The Manager asks you to evaluate your colleagues, what is your true intention?

If your Manager asks you to evaluate your colleagues, don’t rush to answer, and don’t get caught up in random ways.

We must first figure out the intention of the Manager, and then properly express our views.

In fact, the intention of the Manager is particularly obvious:

First, the Manager wants to check whether his colleagues are reliable.

Managers want to know whether their colleagues’ work conditions meet the expectations.

such as:

• How is your colleague’s work performance?
• And How is the workability of your colleagues?
• How is the relationship between colleagues?

Perhaps the Manager already has the answer in his mind, but he just wants to hear his evaluation from you.

Get the answer from your mouth as a reference standard.

Therefore, the intention of the Manager is obvious. Either you want to promote a colleague, or you want to pinpoint a colleague for fault.

Second, the Manager wants to test your fairness.

The Manager wants to know if your answer is fair? Through your evaluation of colleagues, to test your behavior.

such as:

• Have you added any extras to your colleague’s evaluation?
• What is your ability to observe in your daily work?
• Are you sincere to people? Will you make a small report?

The Manager asks you to evaluate your colleagues, which may be just a small test for you.

He wants to examine you more, whether you have a sincere quality and whether you have a keen observation .

Of course, you must be careful at this time. Because the Manager asks you to evaluate your colleagues, it is likely that your colleagues will evaluate you.

2. The Manager asks you to evaluate your colleagues, is it a factual statement or a subjective guess?

The Manager asks you to evaluate colleagues, do we base ourselves on factual statements or subjective assumptions?

Some people suggest that if you have a good relationship, you’ll be praised, and if you have a bad relationship, you’ll be too ridiculous .

In fact, such an evaluation can only be used as a mockery. Because the facts will never be changed.

If a colleague works very hard, but you subjectively guess that he is not good.

Just imagine, the Manager asks other colleagues what to do? Will others follow you?

If you two have different calibers, will the Manager think you are insincere?

Here, I will give you a simple example:

Fact statement:

Xiao Li followed up with 30 groups of customers last month and achieved sales of 1.2 million. The company deducted 500 yuan because of a customer complaint.

Sincere evaluation from colleague A:

Xiao Li worked very hard, and last week’s sales of 1.2 million were overfulfilled. Later, he was complained by a customer and the company deducted 500 yuan from him, which was a pity. However, he has always done things very seriously and responsibly, and he is also very able to endure hardships.

False evaluation by colleague B:

Xiao Li completed 1.2 million sales by grabbing orders last month, but was complained by customers and the company deducted 500 yuan. He harbored resentment and heard that he wanted to leave, but also took away customer resources.

If you are a Manager, after listening to the evaluations of two colleagues, would you ask the third person for verification?

Everyone has his own subjective expression, but objective facts always exist.

Evaluating others is equal to self-expression of character. You will win the respect of others if you are sincere to others.

There is never an impenetrable wall in the workplace. Your objective evaluation is also the core that determines the relationship between colleagues.

3. See the pattern in the evaluation, never reverse black and white.

The most taboo thing in workplace communication is to talk bad about others behind their backs.

The Managers are all monkey spirits, and they will never give short greetings to your parents for no reason.

Let you evaluate your colleagues, either by burying mines or promoting them.

Regardless of whether there is a gap between you and your colleagues, you only need to grasp one principle, which is to state objective facts.

In line with the principle of being a sincere person, don’t make double cuts, don’t add fuel and jealousy, and don’t stabbing people behind your back.

The most important wisdom is to do things with a sense of measure and to have a pattern in life.

Just write professional work articles, pay attention to me, and work elegantly with you in the workplace.

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