Interview: What if the employee knocked down the door and the boss comforted him but ordered you to ask him to lose money? Post-90s answer absolutely
Situational interviews mainly examine the adaptability and multiple thinking abilities of job applicants. When encountering such interview questions, the brain must not only be fast, but also think in multiple dimensions, which really tests a person's comprehensive ability. Not long ago, a company recruited managers, and there was a controversial situational interview question.
Interview: What if the employee knocked down the door and the boss comforted him but ordered you to ask him to lose money? Post-90s answer absolutely
The boss himself made the question: an employee acted rudely and accidentally broke the glass door. The boss quickly stepped forward to help him up, checked his forehead, and asked with concern if he wanted to take you to the hospital. The employees were moved and said that it was all right. The boss returned to the office, called you, the HR manager, and ordered you to find the employee to compensate the glass door. How do you handle it?
The first post-90s replied: The boss is a good person, let me be a villain, I don't take the blame. I will go directly to the employee and convey the boss's instructions to ask the employee to compensate the glass door. The boss sings a red face, why should I sing a black face, anyway, I am doing things according to the rules and regulations, and I am doing things according to the boss's instructions.
Interview: What if the employee knocked down the door and the boss comforted him but ordered you to ask him to lose money? Post-90s answer absolutely
The second post-90s replied: There is nothing wrong with the boss doing this, and there are workplace rules in the workplace. The boss is responsible for people-oriented, sending warmth to an employee, which can play a role in winning people's hearts. According to the management level, the boss manages the middle level, the middle level manages the employees, the boss is a good person, and the middle level is a bad person. The duty of the middle management is to carry out the boss's instructions, but I can't betray the boss. I will act in accordance with the rules and regulations, and let the employees compensate according to the price.
The third post-90s replied: It is the boss's duty to comfort the employees, and it is the middle management's duty to punish the employees. It is his job for the HR manager to execute the boss's instructions, but he can't be a mechanical "setter", directly holding the boss's arrow to press the employee to lose money, the employee is unhappy, the boss is dissatisfied, and the middle-level is not a person inside or outside. As a middle-level, it is necessary to maintain the image of the boss caring for employees, but also not to be too difficult. I will quietly pull the employee aside and say, what's your relationship with the boss? Is the boss so nice to you? This glass door is quite expensive. The boss said that it is not easy for you, so you can pay for the cheapest glass.
Interview: What if the employee knocked down the door and the boss comforted him but ordered you to ask him to lose money? Post-90s answer absolutely
PS: When walking in the workplace, emotional intelligence is a treasure. The same thing, to put it another way, is to kill three birds with one stone. If the middle-level thinking is lazy, tell the employee that the boss asks you to compensate according to the price. The employees immediately thought that the boss was just smiling. Sooner or later, it will reach the boss's ears, and you will also be criticized. If you speak like a third person, the employee still accepts the boss's affection and will not resent you. You not only maintain the boss's authority, but also complete the fine task. The employee's information is also easily fed back to the boss's ears, and the boss may give you a five-star praise.